njjel
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- njjel
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Comments
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Personally, I would use HR Assistant. Clerk is almost demeaning in the field of HR because they do ever so much!
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I agree but unfortunately it is in our union contracts that we will have a "Labor Management" committee.
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We have a Labor/Management Committee and I HATE the dang thing! It mostly creates more work for administration (not to mention the time we have to spend at the actual meeting) because they are forever asking for more benefits or want a more interac…
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Are any of you responders unionized?
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Here the money would go directly to the ill employee in the form of her paycheck. I wish her well. So sad.
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[font size="1" color="#FF0000"]LAST EDITED ON 02-01-07 AT 08:10AM (CST)[/font][br][br]The instructions for form W-2 state we may use a middle initial and i'm wondering if this then holds true for the paycheck? My finance people tell me they MUST us…
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We have 111 full time employees plus interns and volunteers in 6 different locations throughout southeastern NJ. I have an HR assistant, which i am ever so thankful for. We do not handle payroll (thank goodness), and still don't have enough hours …
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I should have been more clear by stating we are a unionized firm and the union contract calls for all warning letters to be removed from the file after 12 months.
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If it is company policy to check up on ee's who request time off to attend these types of things then go ahead and terminate the ee for lying. However, if other ee's have lied and not been terminated then do not terminate this ee. If this is a fir…
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In NJ if an ee who doesn't pass the probationary period applies for unemployment and we protest it based on the fact they couldn't perform the job, the ee is penalized 6 weeks and then they are permitted to collect unemp., but the company isn't char…
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Nae - Sounds like you were successful! However I am directed by upper management to submit a formal training program so I'm still looking for what others may have done in that area.
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I don't feel she has enough background to go for that at this point. However, that is in the long term plan, thanks!
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Well basically she is being readied to replace me when I retire in 2-3 years so she will need to know it all.
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There has been no conversation between the manager and the employee as to the FMLA leave - good heaven's why would anyone even think a manager should address that issue (laughing)
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This was a case that I was not notified that he was out on sick leave. I am at a different location than the employee in question and his manager did not notify me.
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In our office they would use their accrued time. If they had no accrued time they have the option to make up the hourse during the balance of the week and if not then they would go unpaid if an hourly ee. If a salaried ee and they had accrued leav…
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We don't have a sick leave policy other than the ee gets 12 paid sick days. I say we advance her the sick pay! any other thoughts?
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WT I believe that is the case with the rolling backward policy but we do rolling forward.
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So if I understand correctly, they do NOT get the full 12 weeks at the anniversary of the date they took their last leave, but rather they earn it one day at a time until they have accumulated 12 weeks? Also, do I presume correctly that they are on…
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Thanks folks.
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Nae - Your point that ee's aren't to lose any benefits due to FMLA leave is exactly why I was asking the question. It seemed to me that if they would accrue time off if they were working that we would have to let them accrue time off while out on F…
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For that purpose we would allow time off for death of a partner's parents. We do not however offer medical insurance to a partner. (Just as an fyi)
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do any of you use AA/EOE?
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Yes it is in the job description. however we were not aware of the applicant's religious practice until she was being interviewed. Knowing this, can we refuse to hire her based on the fact she can not fulfill the Saturday requirement without runni…
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This is a one person department so there would be no one for them to switch with. That's another reason I wrote to ask. We really liked the applicant but we have to have this person be able to attend the Saturday events.
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[font size="1" color="#FF0000"]LAST EDITED ON 07-12-06 AT 08:50AM (CST)[/font][br][br]I would recommend you contact your employment counsel on this and run it by him/her as it involves several different areas of employment law. We had the same issu…
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i would do everything I could to make her an accommodation. If she gets ill from the fumes and seeks medical treatment it would be a workers comp claim! Also if her throat should close b/c of the fumes, well you know the answer to that!
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I would probably let him slide this time, but i would of course speak to him about it. However, I would not let a second issue of this nature pass without some disciplinary action. Possibly the reason he took this hard to fill position is because …
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Probably looking for reasonable suspicion.
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Actually, i think we could consider all three of your suggestions if you care to share more!