bsa
About
- Username
- bsa
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
You poor thing!! When we had our water cut off for repairs - we gave our employees the option of staying or leaving. Most of them went out for an early lunch, took care of the personal stuff and came back for a few hours. Some did what absolutely …
-
I vote to give it to her. 34¢ is a small price to pay to prevent other more costly legal gyrations.
-
Sounds like employment with all the related strings attached to me. DOL does not allow a person to "work" for anything less than good ole American dollars, even if they want it that way.
-
Okay, here's what I see. It appears that you have counseled and warned and have decided that he needs to go away. You missed a good opportunity to terminate with the expensive production error. But, he is writing his own exit papers by continuing…
-
If his doctor can't encourage him to lose weight, you can't either. And you really shouldn't try to make it a condition of his employment. If it is affecting his ability to perform his job, address the performance. Stay out of his personal/medica…
-
Misuse or unauthorized use of Company property and Unsatisfactory conduct. So what are you waiting for?
-
[font size="1" color="#FF0000"]LAST EDITED ON 03-21-02 AT 04:51PM (CST)[/font][p]Can you relate the termination to performance or gross misconduct? What do your policies say about reasons for termination? Do they include anything about timely payme…
-
Follow your policy. If it says terminate, so be it and don't make any promises. It's tough, but it is why we have policies. When I've had to follow my policy, I tell the person that he is welcome to reapply when he is able to return to work. My p…
-
I work for a small manufacturer with 11 management staff, including only 2 officers -- so I report to the VP Finance, just because the President is more interested in sales/customers.
-
It is not a law or a requirement of INS, just a good HR [u]practice[/u]. If your I'9's are ever audited, you provide the seperate file with active I'9's. Sometimes, "things" we keep in our personnel files can cause questions that would not otherwi…
-
We are a small manufacturer in Texas. 54 active employees. 16% turnover. Average longevity is 5 years.
-
I checked the website for Social Security ([url]http://www.ssa.gov/[/url]). The FAQ section has that specific question (question#19) addressed as clearly as I've seen it anywhere. There are several "if's" and "and's" like their age at retirement th…
-
This is 5 years old, given to us by our photographer for sales brochure photography. Hope it helps. I, hereby confer on COMPANY. the absolute and irrevocable right and permission with respect to the photographs that were taken of me or in which …
-
Churches and clergy have been involved in sexual harassment charges. And they have to follow the same rules about paying overtime. Churches have to be accessible to handicapped. I don't think there is that much separation.
-
I have used salary.com -- but there is also salariesreview.com and wageweb.com and salaryexpert.com -- Good Luck
-
I am in Texas. I don't believe that TWC would deny unemployment based on that statement. The employee cannot decide if an employers account will be charged, TWC does that. Basically they only deny unemployment for "misconduct connected with work",…
-
I had an ex-employee do this once. I told everyone in the office that the next time she called, I needed to speak to her. I told her that I was aware that she was attempting to recruit from my office staff and that she better stop. I didn't get s…
-
You can change your policy to be clear on the issue of overtime. Notify your employees of the change and it's effective date, change your handbook and management manuals, and stop paying overtime for paid leave.
-
DTM and Gar are absolutely right -- BUT -- have a witness present when you talk to her. You don't want to create the thing you are trying to avoid!!!
-
From previous posts I understand that LA considers vacation as earned wages and it must be paid upon termination. So the question is did this employee "earn" his 2002 vacation. If I understand your system correctly, yes he did by working for you i…
-
Let's see if I have this right? Gay Male is the supervisor supposedly showing favoritism to his partner. Accused has publicly announced that he disagrees with this arrangement. Gay Male files a harassment complaint against Accused because of the p…
-
salary.com This website has job descriptions and salary information.
-
A merit increase is based on meritous performance --- If they don't perform, they don't get the merit increase. You are on the right track, set the goal and reward the ones who achieve the goal.
-
I have explained to my supervisor on numerous occasions that she hired me to deal with people, not to do math! I seem to always drop a decimal or something that she always spots. With that said, try this.... Add together the total of everything and …
-
Giving the employee a few days to respond to the severence agreement is a smart practice. You don't want the person to claim that the agreement was signed under duress, that would defeat the purpose.
-
Our policy is absolutely no loans or cash advances. When the company was very small and very new in the business -- it was a practice that the president did. He used his very own "promissory" note and got burned. Thus -- it won't happen again. A…
-
In my last 2 positions, payroll reported to the Accounting Dept. with a dotted line to HR. Both Accounting and HR reported to VP-Finance.
-
I don't think he can write away his rights under USERRA with a formal resignation. If I'm understanding it correctly, it doesn't matter how he got there -- it only matters that he is in the uniformed services.
-
Yup, you're caught in the "triangle." Many an employer has gotten lost in this triangle! Ask his doctor, then ask yourself -- Is he disabled and can you reasonably accomodate his disability? Is/was he qualified for FMLA, has he reached the end of t…
-
Excellent common sense advise. I would add one item -- give everyone who has the opportunity to be exposed a ziplock bag for containment of the letter.