jimlegal
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Comments
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I would rather be safe than sorry, so I would let the employee take unpaid leave to attend.
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I agree with LindaS, speak with the entire clan. From your post last week and this one, it seems that this is a major problem brewing, which will eventually explode. I would interevene immediately, get the air cleared, remind everyone of the polic…
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Under the circumstances you provided, I agree with other posts and would terminate!
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At our company we are all trying to following the overall strategy outlined in the book; "First Break All the Rules". At first I was skeptical, but after a few months it seems to be working. The book does contain some rather Interesting concepts.
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Our company holds a "fun friday" once a month. We provide lunch for all employees. During this time we recognize employees for training by certificates, birthdays a $20.00 gift card to blockbuster or the movies along with a large Hershey's candy b…
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Our company pays 100% for all employees and their dependents for health & life insurance. Supplemental health insurance, additional life insurance, dental and vision are paid through a nominal contribution from the employee. Directors are trea…
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Our policy strictly states that using company computers inappropriately, such as accessing non approved websites is cause for immediate termination. That being said, he needs to go!
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I agree with the other posts, how can you justify terminating someone for trying to better themselves, as long as they did not violate company policy? If this person went to a job interview on their own time and did not violate any other company po…
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Don't buy in! Ask the employee what the administrator said concerning the situation. If the employee has no answer, then send them back to the administrator. You apparently have a chain of authority your company has put in place. It is up to cor…
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We keep all job descriptions confidential! If the manager has a legitimate business reason and approval for the requested job description, then we would let the requesting manager see the job description. Hope you find a solution to your situation…
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Document, document, document. I create something in writing documenting this event, just in case. The exposure for the company is off the chart! This employee should have been terminated. Any tpe of violence in the workplace cannot be tolerated.…
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Try the Department of Defense! They probably have information on how to get donations to our troops. Good luck.
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Yes, I found the information very informative. Gave me some needed pointers. Again, thanks!
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EVERYONE!!! At our company this was all brought about by an executive who would like our management style to follow those expressed in the book: "First Break All The Rules" Thus, far have not received unfavorable feedback fr…
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Received info. Thanks for all of your assistance!
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Thanks to everyone who responded. As ususal your comments and suggestions have proven to be most helpful. Again, thank you!
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I would greatly appreciate any information you could share. My fax number is: 817-302-2187. Thanks...
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Like LindaS, this information is covered in our employee policy and employee handbook. Recently due to current events in our country, we reviewed the policy with the entire staff. Sounds like you may wish to consider creating a policy for your com…
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Although it is tempting, I would not withhold any pay. Withholding pay could open a completely new avenue of problems for you. I would demand return of the company property and advise the former employee that I have their check ready. Good luck …
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Agree with Don, let the subpeona process do the job. You surely do not want to take any action that may be misconstrued. Good luck!
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Agree with the other posts, past practice reveals that attendance isn't a strong winner against unemployment claims.
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In your employment contract the parties may agree upon a forum selection clause that limits "exclusive" jurisdiction in one state and for that matter county. Having recently addressed this issue the key word is "exclusive", so said the California c…
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Congratulations! I hope that this new situation will be all that you expected. Please don't be a stranger to the forum, your comments and input are greatly appreciated. Again, congratulations...
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Sounds like Alice1 might be on to something!
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Popeye you bring up an interesting point. If Company A is invoicing Company B, then is Company A acting as a Professional Employer Organization (PEO) or temporary staffing company? If so, then Company A would have a host of additional laws to adhe…
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Interesting concept... I would be interested in how that concept would work, considering the liability.
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Agree with DonD. Start the disciplinary process and document. May consider reminding the employee of the safety issue of having a loose dog in the plant. Wish you well...
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I agree with LindaS, NO you cannot charge.
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Are you looking for the HIPAA statute? Or are you looking for a HIPAA Business Associate Agreement? Please advise so we may assist you!
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[font size="1" color="#FF0000"]LAST EDITED ON 03-26-03 AT 11:04AM (CST)[/font][p]I used the term "our counsel" meaning the attorneys that represent the company. I in, no way am I soliciting anyone. To be more precise, "please contact the attorney …