sonny
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Good points from SNC. Is she putting the top 10 in a cover letter? Adacious concerns me. . can you be more specific? The atributes you have listed, to me, are sort of canned and not very unique.
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The wife, obtaining coverage, is, in my opinion a qualifying event.
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Whether or not the Dr. reads it would be his problem, not yours in my opinion. Could you put something on the cover letter like "while not clearly stated in the job description, this position requires. . . .blah, blah?"
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What about a fitness for duty Nae?
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g r o a n
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Yes, we have allowed it.
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I am sorry but we only acknowledge requests that are already signed.
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Then i would not pay her unless you pay all PT and want to set a prescendent (sp) going forward
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I don't know that you are required to do so, but we would pay a full time employee. Part time employees here are not entitled to any holiday pay. What has been your policy?
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We do not require consecutively and I don't think many places do unless it is ie a financial institution, but hopefully others will chime in. I would HATE having to take mine all at once. I much prefer a few long weekends and to take it when I nee…
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Thanks Frank . . hope everyone had a merry.
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In my state (FL) it would be a public record, but it is also part of the ee's file. Put it in their file and it is not?
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Agree, as usual, with coffee
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Agree with the others, and like the possibility of a early retirement incentive program. . of course that doe not mean she would have to accept and there is a price tag. We have done this but with a defined class of employees. . not sure you could …
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I would turn it in to your WC carrier ASAP and let them handle.
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We use it. .no charge I have ever heard of. .
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I know it is sematics, Nae, but in your scenerio I would call this flex time and it would be hour for hour, not time and a half.
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Unless you are government, it is my understanding you can not do comp. time and she can not waive her right to OT. If you are govt., it does have to be at 1.5
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These are great. .
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We have been pleased with Keller.
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As usual, Nae makes good points. Perhaps not the wisest thing to do, but we look at these situations on a case by case basis and follow our DFWP policy. We have demoted a couple times to positions not requiring a license, fired, put on LOA without…
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These are great.
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I am not sure this is a place that can help you. .If you were part of a CBA, you might want to talk to them. Otherwise, I think you need an attorny. This is a legal question in my mind.
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You think correctly
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What is good for the goose is good for the gander. Unless you are willing to do this for everyone, I would not advise it. Why treat maternity leave any differently?
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Don't know if you "have to" but we do. There is a military section of our appl ication followed by "Are you enititled to a veteran's preference in employment?"
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sorry Nae,. .and I agree with Ailena. On occasion, I have put a personal note on the paperwork or placed a phone call and said. .it's just something we have to do, call with questions, etc so it doesn't seem so legal and heartless. . Coming up on a…
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I assume you do not have a union contract? Birthdays are often a topic of negotiation. If you do this, I would have a policy and apply it consistently. Do they have to take it the day OF their birthday? What if their birthday falls on a weekend? e…
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Excellent!!!
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If it was part of a shift with note, we would not do anything else.