Hatchetman
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What is your policy regarding written discipline? Do you require a copy of a written warning to be field in the official personnel file? Or can a copy just be kept with the superivosr and referenced in the performance ealuation if needed. Ths ass…
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Since you're in Florida, its "Hatch Act" may give you some guidance on your general questions about political activites of public employees in Florida. Just about all, if not all, states have a "Hatch Act" similar to the federal Hatch aAct" addressi…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-08-02 AT 06:00PM (CST)[/font][p]You use the word "salaried." I assume you mean "exempt" which is a salaried employee...but an employee can be salaried and non-exempt (it is posible). Take a look at …
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Has your county considered just paying a bonus for bilingual skills? The base compensation would be the same for any employee doing Maria's job, but for an employee who has bilingual skills and uses it you pay additional compensation or a bonus of …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-03-02 AT 11:55AM (CST)[/font][p]Have you made any occupational health analysis of the physical demands of the job in lifting, reaching, bending etc.? Are you sure the requirements that were original…
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Don, I Agree! hick! Pardon me! I wasssh just drinkin shome --hick-- sody pop! hick! x:D
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[font size="1" color="#FF0000"]LAST EDITED ON 07-25-02 AT 06:49PM (CST)[/font][p]Marie, while I appreciate the wording of your company's policy to try to make it a more clear cut case of intoxication by using a "protocol", I'm not quite sure which p…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-24-02 AT 01:37PM (CST)[/font][p]I think the policy statement is poorly worded and vague. That is what is causing 'the instigator' to play the game here. Firstly, drinking alcohol or even taking pres…
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I do think you need to get it straightened out with this supervisor: but not you - the supervisor's manager. That's the person who needs to set the expecations for the usperivsor. As HS noted, if there is no press of work right now, then the ime…
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Check your state's laws. Many of them prohibit "use or loose it " policies or require that all unused paid vacation time, including "paid annual leave" time, (and possibly other unused accrued time) be paid out at terminaiton
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[font size="1" color="#FF0000"]LAST EDITED ON 07-17-02 AT 00:05AM (CST)[/font][p]I've done HR/ER work for one local governmental jurisdiction for the past 23 years. But within that jurisdiction, I've worked for 3 different agencies. I graduated fr…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-15-02 AT 09:27PM (CST)[/font][p]Let's start from the beginning.... The employee at issue is FLSA exempt. Under FLSA (29CFR541.118a), the employee is entitled to a full week's salary if he or she wor…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-12-02 AT 04:43PM (CST)[/font][p]I'm a little confused. The provision is that the company, at its option can shutdown for 5 days either direclty before or after the July 4th holiday. That is the only…
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When you have a progressive discipline policy, it is always wise to put a provision in it to the extent that any step may be skipped or repeated based upon the facts at that time, ya da ya da ya da. Of course, if nothing is given out to employees o…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-02-02 AT 04:30PM (CST)[/font][p]Agree, phone call followed by a letter ocnfirming or indicating the phone call and other phone conversation. With the letter, send a copy regular, first class mail and…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-02-02 AT 01:02PM (CST)[/font][p] I disagree with Don to some extent. Don't remove the supervisor from this process. It is the supervisor who needs to be involved. It is the supervisor who needs to …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-01-02 AT 01:34PM (CST)[/font][p]Under California law, Labor Code 227.3, an employee is entitled to pay out of any accrued vacation time at time of termination, even if he or she wasn't eligible to tak…
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Of course, depending on the exact reason for firing someone, it may not be appropriate to do one or more of the following: treat the ex-employee as an individual, who still has value in the workplace; indicate that even though the individual is be…
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It sounds as if the manager is taking an analytical approach to the report. Firstly, you mention that it's an EEOC internal complaint -- which I take to mean that it is some form of illegal discrimination alleged to be taking place (e.t., sex, race…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-02 AT 06:58PM (CST)[/font][p]One of the things you should do is contact your local police department, since the allegation is of what presumably is an illegal act in your state. They will either h…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-24-02 AT 10:48AM (CST)[/font][p]Since the grievance process is applicable to both grievances, and they are both now in the works, why don't you combine them as one grievance at the second level? See …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-02 AT 07:11PM (CST)[/font][p]You need to check your contract's article on grievances. Is this second grievance filed timely? It should have been stated as an issue of the first grievance, since t…
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Don, what I meant by my last sentence in my first post was that in reality, it's up to the empolyer either to set up the job so that the restrictions are met -- for example, no lifting over 25 pounds -- or not to have the employee do the job...I agr…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-18-02 AT 02:03PM (CST)[/font][p]Go back to square one... How frequently do employees fall? And what happens if they do? Is she ascribing the near falss to any medical condition? That is what you n…
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Check your state laws. For example, in California, the empllyer may not required the diagnosis if the emplyee is seeking medical leave under CFRA (the sate's equivalent to FMLA). Of course FMLA allows it. And in California, the emplyer can requir…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-05-02 AT 01:05PM (CST)[/font][p]I agree with Gillian regarding the equivalency issue. What "standard" for educational degrees do you require? Does the degree have to be from an accredited college or…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-03-02 AT 06:24PM (CST)[/font][p]I don't believe that there is any law applying to private sector employers that requires you to restore an employee to the exact same status he or she had prior to the …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-31-02 AT 05:40PM (CST)[/font][p]While I know the "legal beagels" with HRHero will give you a clearer insight tthan I can, I'll try to give you what I understand may be possible or difficult in dealing…
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Don is right. You may not deny an attendance bonus to an employee, who would be otherwise eligible to it, on the basis that the employee is or was on FMLA leave for the qualifying time period. See 29CFR825.220(c), which can be found at US DOL's we…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-29-02 AT 06:04PM (CST)[/font][p]I understand what your concern is, but think about what you are really saying and trying to establish -- "When an employee calls in 'too ill for work', the employee mu…