amwkim
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I believe the duration is still only the 18 months.
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Are you asking what do we give an employee if they don't take our medical coverage? If so, NOTHING!!! We found that if you compensated people for opting out, only the ones needing insurance would enroll, therefore driving up our experience rating.…
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Our renewal was 12/1/03. We were quoted a 41% increase in medical alone!!! We shopped around and got a similar plan for 11% over what we were paying. For dental, we switched to a self-funded plan. So far it has been painless and cost-effective. …
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We offer AFLAC on a voluntary basis. There are pros and cons. The pros: -the deductions qualify as section 125 and are pretax -You have a local rep working with you The cons: -you are still responsible for the administration aspect of the plan -…
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I have used "despite your best efforts, this isn't working". It is never easy, but good luck.
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You poor thing!!! I would say so-so worked here for x dates. In that time, so-so was well liked by coworkers, friendly, etc. If this employee was less than stellar work wise, that should suffice. You should be able to find something to comment p…
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I have been more of a "reader" than poster. I am disappointed with this post. I don't like being chastized for something someone read and didn't agree with. That is why there is a forum. It is a place we can "let our hair down" and discuss issue…
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Kathy, All of this is speculation and gossip. Keep that in mind.
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If her dress isn't within scope of your policies, send her home to change. I would reprimand her immediately and let her know that one more offense and disciplinary action will ensue. Make sure you are consistent. You may want to address the "bed…
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1. Who was your best boss and why? 2. Who was your worst boss and why? These can be very revealing!! Good Luck! ~Kim
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That is exactly what we did recently with an employee in CA! I did talk to an attorney first and she helped me draft a letter to the employee. We offered to make an accomodation for her to come back to work but were told there wasn't one we could …
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What about the employee that did the threatening? That is the one I am concerned about.
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I took a double take when I saw this post. I am in the midst of finding etiquette training for our staff. Our 10 year anniversary is in February. We are having 2 very swanky openhouse/cocktail parties for our clients. The majority of our staff…
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Hey Don, As a student at UoP, I wish they did crank out diplomas for cash. It is pricey, but I work my a** off. Classtime is 4 hours a week and team time is a minimum of 5 hours a week. Classes are 5 weeks long, worth 3 credits and very intense.…
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YES, it does exist. I am currently finishing up my BSB/M. I actually go to a campus, but you can also take "online" courses.
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Are you certain that the fax confirms were applications for employment? That would be the only issue I think you should address. She was using company equipment and supplies to look for other work. What she does on her lunch breaks, even though i…
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You can always box up her stuff and send it to her. If she packs up her own desk/area, you may want to be there with her. Just as a precaution. Good luck!!! x:D
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I am shocked. Do you know if the disk is really this employees? Could it have been planted by someone (perhaps the MIS mgr) who does not agree with his lifestyle choices? I think you need to deal with the MIS manager, not the employee, who in my …
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We use an interactive program. The vendor is Comply America. There is different training for employees and managers. Good luck in your quest.
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We pay a flat $500 for any employee referral, payable after 6 months.
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Unfortunately, no. You are lucky that your company is paying for the class and text. I wouldn't ask for more. But when your review is due, I would emphasize your added knowledge and worth to the company. Good luck! :DD
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Do you ever ask yourself why we signed up for this? I don't recall playing HR Barbie as a little girl...8-|
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I would definately see this as an invasion of privacy. I don't think it is anyone's business why someone is "out" of the office. This goes back to guilty until proven innocent. Obviously, this is what happened.
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Can he do it? - Sure Is it ethical? - No way! Sounds like a text book case of harrassment to me. I question why the "boss" would want the employee to write another email "clearing" him. He knows he screwed up. Sounds like the boss needs harrass…
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I agree with Don. What is the ramification of no underclothes? How do you know none are being worn? If the employee is decently dressed, but perhaps floppy, who is it hurting? It reminds me of the conversation of the young woman with the braids.…
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Do you reimburse these employees for mileage or give them some sort of car allowance?
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I don't have a checklist, per se. The way we conduct reviews is this: Anything that needs to be addressed is immediately, it doesn't wait for the next review. This applies to good and bad. There will never be any bad surprised in the review.
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Why have an exception just for marijuana. Why not crack? Illegal drugs are just that ~ ILLEGAL. Zero tolerancy is the only way to go!