ritamcguire
About
- Username
- ritamcguire
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
>Not for the birth of a child - the mother or >father can take the full 12 weeks. There is a >provision that if both parents work for the same >employer, you can limit them to 6 weeks each. Note it is a total of 12 weeks for t…
-
Our WC carrier arranged for the FCE.
-
We recently experienced a similar situation. When our employee was first injured, we gave him a light duty administrative job. He did this for an extended period of time and although the doctors (the original doc & a second opinion doc)both cl…
-
I have dealt with this several times in the past. I fully agree with S Moll that you should get the probation officer's number and make sure your employee is giving you the right info. 1. Most probation officers get paid for seeing their cl…
-
From an HR/Safety perspective, the issue here has nothing to do with whether or not the employee was "legally" or "illegally" drunk or not drinking at all. It is really a matter of post-accident D&A testing. As a WC case, our company require…
-
Is there an actual OSHA requirement to perform a documented annual PPE Evaluation? As a matter of common sense, we do routine evaluations all year long. We keep notes regarding the results of these evaluations with any actions noted, but we never …
-
Assuming he didn't ask for FMLA in advance, I agree that the right course of action is to charge him vacation time IAW your policy. If you decide to grant FMLA, what criteria do use to pay him for the one day he worked? Do you assume a 40 hour, fi…
-
Carrying this situation one step further, can this employee be allowed to continue on FMLA even though she has used up her 12 weeks? This situation has come up on several occasions in our company. We all know that an employee has a right to 12 wee…
-
Granted, the termination for legal reasons must be based on performance, but age can play a positive factor in this situation. If ,as you say, the 65 year old employee's main concern is health insurance, you can help him/her enroll in Medicare Part…
-
It seems as if you're doing everything possible. We add the following sentence just over the employee's signature at counseling sessions. "Further disciplinary problems of this or any other nature could result in termination." If we go as far as …
-
If she returns in March and is breast feeding, this could still be a problem. Your Pres of Ops needs to get a grip and either grow up or find an outside job where he won't put other people at risk; trash collector strikes me as a possibility.
-
DavidS: Good idea!
-
You have four drivers & three high-demand holiday periods: July 4th, Thanksgiving, & Christmas/New Years. Others may prefer Memorial Day, M.L.King Day, Easter/Good Friday, Labor Day, etc. In November tell all drivers (actually all employee…
-
We encountered an almost identical situation last year; employee arrested on a Saturday for gun & narcotics (Cocaine) possession. If an individual is caught in or out of the workplace with illegal drugs, our policy is to give the individual a d…
-
We have a similar situation & I would be interested in seeing responses to DGSHR's question.
-
I agree with all the comments on this being a major safety violation that warrants a severe punishment for #1's LOTO violation and the termination of #2 for blatanly disregarding safety at the expense of possible serious injury to another employee. …
-
Can't help with a specific source. But if I recall, the problem with Employer Committees arises when the Committee takes on or is given a decision making or policy role.
-
We include all temp/staffing hours in our 300A report for three basic reasons: 1. We paid their wages for hours worked in our plant. 2. We are reguired to report their injuries, thus it only makes sense that we have to report their time to make …
-
I may be exposing my ignorance, but is there some legal requirement to grant a second chance for employees that fail a drug screen? We terminate any employee that tests positive for an illegal drug, on or off the job, i.e., if you're busted downtow…
-
Concur with Neveradull. I always err on the side of the employee if it's a low ticket item (a few benefit payments). In this case it's not worth the legal risk in the event you get a pro-employee judge or jury. I actually believe there is a case …
-
I guess I'm missing something in this thread. Compensating "non-exempt" employees for "on-call" time has always been and will always be a grey area. However, there shouldn't be any grey area when it comes to compensating "exempt " employees. Be…
-
"...they will either be forced to take unpaid time during shutdown if they use their vacation, or if there's no shutdown, they'll lose their vacation." *************************** Two possible solutions: 1. What about Partial Unemploym…
-
Everyone gets a fixed number of PTO hours per year, based on longevity. Let's say certain individuals get 40 hours of PTO this year. Those employees can take 1, 8, 10 or all 40 hours as he/she sees fit. At the end of the year they all get the sam…
-
RE; ToTo's comment. How would a reference check have helped you avoid hiring someone with a back problem that apparently either didn't exist or wasn't noticeable during the hiring/interviewing process? I agree that reference/background checks are…
-
Before approaching your boss with this problem, check your data files and determine how many other employees have carried over more than 80 hours. In a company of ~200, I would guess not more than a few have a similar problem. This info will help …
-
Perhaps a dumb question, but can vacation time be used as a bargaining tool? In our plants we have different vacation benefits for exempt and nonexempt employees. But within those two divisions, we give all employees the same vacation benefits b…
-
I agree with Parabeagle. You might ask them why or by what authority they're asking for such documentation.
-
Kathy: Good thread; sensitive subject! ************************************** Evan: Excellent summary. I've forwarded it to several colleagues. Thanks.
-
>Main reason for not using an agency >is cost. It runs 50 to 55% if I don't have a >negotiated contract based on high volume. Cost >for benefits is only 30 to 40%. It's cheaper to >hire direct and give bennies than to hire …
-
>I hate paying the multiplier, >One very, very big difference is that Nebraska is at-will, so I can tell them I think the job will last ten weeks but if they're awful, I can show them the door. >Also, my temp agencies all say they "…