karenmc
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- karenmc
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Thanks Geno. I have added the cost of study materials to my dept budget that I will be submitting next week so it looks like I'm committed.
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Thanks so much for the input and advice. Since you all are in agreement that it's a difficult test I'd better start crackin' those books. I'll let you know how I do.
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I took the sample test on the SHRM site and did well but it did look rather difficult. So many areas in which I no experience. Glad to hear the study guides are self paced...I'm way too old to pull all niters. Thanks.
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Thanks. What study material did you find most helpful?
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I love the generator idea. Hmmm I bet I can get one at Harbor Freight pretty cheap. Thanks for all your ideas and help and even a laugh (albeit at my expense.) Now I'm off to buy a wireless laptop.
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Good idea. I'm also mulling over using the calendar in Outlook.
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You're wrong. And you're right. Exempts are getting defensive but believe me when I say my heart is in the right place. If we have to "track" exempts then we have a more serious problem that needs addressed. Which we aren't, so we don't. I keep a c…
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We have implemented all that. Our captains use walkie talkies to communicate with each other from the rally points. Once again though I'm back to tracking all employees that should be in the building at any one time (if not by using the time clock.…
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Thanks for your help. Back to square one.
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Thanks Don. We have in place everything you suggested. Actually the time clock was my idea. I am at my desk most of the day and have easy access to see who's here or not on the timeclock. What about infringing on the exempt status by having them…
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We subscribe to publicdata.com and I run a check on each temp that comes in the building. I've seen everything from burglary to aggravated sexual assault. It may not catch everything but has helped me weed out potential problems.
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While there is no law requiring employers to give employees a lunch break we highly recommend to them that they at least take 2 15 minute breaks during the day (and they do.) They usually leave early on Friday when they hit their 40 hours. So far …
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We have 15 cell phones distributed to key employees. I monitor the usage for 3 months and then pick an appropriate plan. If the employee goes over the allowed minutes, the overage is payroll deducted. We only have one employee who goes over the li…
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Thanks, I was just looking at the current legal battles going on regarding this and would rather not be a case study.
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Our managers are well trained and the reviews were well done. But with the world in "litigation mode" its as though everything needs to be cleared through an attorney. (Which is what I was told when I said I was giving copies to the employees.) Ju…
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I feel our managers are well trained and I have personally gone over each review that will be given. I guess I'm just waiting for something to come back and bite me.
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We have already accepted her "I quit". I did send a fellow employee with her when she left (she was on muscle relaxers and in no condition to drive.) This person has been a friend to her and will try to help. Plus keep me updated on her condition…
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I've found that in an at will state the less said the better. Document everything tangible in his employee file but again I would keep the reason for termination brief.
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We had a similar situation and the employee was told we were "restructuring" and his services were no longer needed. Period. Texas is also an at will state.
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Thank you all for your input.
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Fired was a term used in frustration over a careless act that could have been avoided had everyone been taking the proper safety precautions. The term I normally use is "released".
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The policy only covers our employees not temps. We've never had a temp injured.