hrqueen
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Our state also publishes a notice, but as employees have been terminated, I have notified the TRA Unit of the Illinois Department of Employment Security and they in turn notify the employee of rights under TAA. I have also met with our employees as…
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Health insurance benefits are available to 3 groups: 1)TAA participants eligible to receive income support; 2) Those eligible participants in the Alternative TAA Program; 3) PBGC recipients. And health care benefits include: 65% advanceable and re…
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OSHA (1910.178(l)) requires all forklift operators to be trained and tested by a "qualified" trainer. Operators performances must be evaluated every three years, or sooner if the driver is involved in an accident, observed operating the vehicle in …
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What would be the purpose of doing this? I don't think the employer should schedule this employee for work her doctor specifically restricted her from doing. Can she be reassigned to another area? Could you schedule her to see a specialist (neuro…
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I would greatly appreciate receiving a list of your incentive plans as we are constantly looking for new information in this area. My e-mail address is: [email]cmorro@thermalceramics.com[/email].
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I assume you are conducting business at your facility. Why would there be any question about allowing something in the workplace that may be perceived as offensive, and most certainly has nothing to do with the conduct of your business (unless you'…
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Funny you should ask this question. We just tested the vision of our forklift truck drivers for the first time last week as part of the three year OSHA training requirement. We used the Snellen eye chart, a rudimentary test, and my intention was t…
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>I have >corrected the problem going forward, When this information comes to light in the future (and it surely will) along with the knowledge that you have "corrected the problem going forward", the next question posed by the union will s…
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Whenever we have promoted an employee to supervisory status, that employee had to withdraw from the bargaining unit. I'd be very surprised if any union allowed supervisors as members. The situation you're discribing sounds like a leadperson rather…
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We have a PPO self insured medical plan, with a $15 co-pay for doctor's visits, $250 deductible, 90/70% and drug copay of $7 generic, $15 and $30. Our employees pay $8.53 per week employee only, $20.20 per week employee & spouse, $17.85 per emp…
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We have used employment agencies to pretest and screen temps for use in production. If the temps work out they are hired as a regular employee. We have had a TERRIBLE time finding an agency that was thorough, responsible, and trustworthy. And you…
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Hi We are a manufacturing site and we implemented background checks about four or five years ago when we discovered we had a drug dealer on second shift! We do the check on potential hires only. The checks are performed by a local agency and we l…
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We have had two shifts for a period of time and these are the issues (problems) I can recall. I assume you will have a supervisor on the second shift. If so, he/she needs to know: What to do in the event of an emergency. Where to send an injure…
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Our drug policy provides for monthly random testing of all of our employees (10% of the population), as well as for suspicion, after an accident, and pre-hire. If at any point an employee tests positive, the employee is terminated. No second chanc…
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You might want to consider OSHA's standard pertaining to Access to Employee Exposure and Medical Records, i.e. OSHA 29 CFR 1910.1020. This regulation provides the employee or employee's designated representative access to exposure and medical recor…
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I agree with Crout. Each supervisor will use his or her own yardstick or criteria to measure each employee and the whole process is totally subjective. The company should pay out money based on improvements realized, and this comes from data colle…
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We struggled with how best to implement incentive pay for quite awhile. What finally worked for us was: 1) determine what we wanted to improve, 2) benchmark where we were at that point in time, and 3) agree on what would be an appropriate goal, or …
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What is your attendance policy, and how will it relate to this employee missing additional time from work?
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We tried a four day work week in the summer of 2001 and it did not work for us. We have a plant that is not air conditioned and in the summer the temperature gets to over 100 degrees. Even with fans, extra breaks on the excessively hot days, etc. …
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Its my understanding that whenever information is received from any source that harassment is taking place within the company, there is an obligation to conduct an investigation. Good luck!
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I would prepare a memo stating that employee "Jane Jones" was given a copy of the attached document (the handbook) on this date and she refused to sign the acknowledgement that she received it and understands it. You should then sign the memo and h…
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According to information I have, Kansas has court rulings regulating employment-at-will, including Good Faith and Fair Dealing. It seems to me likely that the employee has legal recourse in court since there has already been some sort of court act…
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I subscribe to a CCH publication -- HR Tool Kit which is very comprehensive and updated on a regular basis. Under Access to Personnel Files State Law Chart -- it shows that Indiana has no laws affecting private employers. However, whether you not …
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Hi Dianna We are a small manufacturing site and we do have a pro-active safety team (committee). We have one manager on the team who is the Safety Administrator, one office employee, and four production (union) employees from various departments. …
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Gillian, I think you and I share the same management philosophy, and I agree with you 100%. th-up.
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The question is, does SHE view this as sexual harassment. It is certainly inappropriate behavior and I would take a strong stand on it. Do you have a written anti-harassment policy? To protect yourself from any potential lawsuit and to protect th…
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Ditto for us at 36.5 cents per mile.
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Does your state law provide employees the right to review their files? If so, all documentation that can be used in a disciplinary action or performance issue should be available to the employee. If HR is unaware of any such documentation, it woul…