I am trying to create a new attendance policy with
I am trying to create a new attendance policy with occurences. my thoughts were to give 6 days for sick days a year plus earned vacation . ive seen it in which if you miss a day that is a occurence and i take one . im trying to figure out tardy , lates, leave early. no call etc. please if you know of a good policy that has been sucessful please let me . im in a customer service type field , hours are mon thru fri 8:30 until 5:00. im needing whoever answers this question has the answer and not just suggestions. i want to be fair but i also want to disciplione bad attendance . please let me no Discipline also,
Was told by one of my upper management team I had been
Was told by one of my upper management team I had been disrespectful insubordinate and should be fired just to be made an example of, the yelling lasted about 30 minutes via phone. have email proof I did nothing out of normal company policy. I'm not the first person this has been done to, last gentleman fired and had a stroke shortly after. A year and a half ago the manager of my departments died of a heart attack at work, would just like yo know if it's worth finding a local lawyer to talk too about intentional emotional distress
Labor law, my friend has a restraint and just got a law suit
Labor law, my friend has a restraint and just got a law suit from one of his past employee. He found out that we have to hand out hand book to employees to inform about break time, lunch time and etc and get signature for proof of receipt.I thought you just have to put a poster showing break time, lunch time and other posters about labor policy stuffs that I purchased form company who sells them. Please advise.
I am concerned about our staffing. I am a nurse and my job
I am concerned about our staffing. I am a nurse and my job is over working us with not enough staff and I am freaking out about being the only nurse in the building and being responsible for 23 residents in memory care lock down unit and about 28 to 30 residents in personal care unit. With no nurse from 2-10p in the memory care unit only a CMT. I have to pass meds on 2 floors before dinner and night meds. I have email the executive director letting her know this is impossible to manage especially when incidents occur or falls or if I have to send someone out to hospital. I notified my supervisor but won't get anyone to work due to no overtime is allowed. We do have an employee handbook and I have been here for 4 years and I really am at that point I want to quit. We are losing our nurses because of terrible management and being over worked. What I mean by being over worked is doing more duties two people should be doing instead of one.
I was just notified that the technical administrator of my
I was just notified that the technical administrator of my institution forwarded several emails to administrators regarding an issue regarding tech support I was having with an outside contracted provider. The contractor contacted the administrator, who in-turn shared all the email to the point of the email steam being printed out and given to my hiring authority. There was no profanity, no suggestion of aggression, just frustration that the contractor was not provided quality service. Is this legal for the administrator to do? There now is a stack of my personal information floating around out there. I knew employers could monitor email based on ensuring productivity, but I did not know that they could share this information abundantly with many parties.
I work for a government agency. A new GM started in 2011 and
Hi,I work for a government agency. A new GM started in 2011 and I have not received a raise since then. What I have received was additional responsibilities (a whole complete job responsibility) due to an employee not meeting the expectations. The person was placed in another dept. and now has been promoted twice. Last year I was transferred to largest division of the agency because of my outstanding work and capability to handle a lot of work. I believe the unfairness is due to Race and age. What can I do? Is there a law that makes a government agency to pay or give a percentage in raise to cover for the TWO jobs they are handling? And saving the agency in money and benefits?
I am a resident in the state of CO. I was off on 4/1/16 with
I am a resident in the state of CO. I was laid off on 4/1/16 with a severance package that postponed unemployment benefits until 6/18/16. When I went in to file my first claim for unemployment on 7/2 I was informed that my case had closed and would be reopened and I was denied unemployment benefits from 6/18-7/2 and given the reason that because I had not filed for unemployment benefits from 4/1-7/2 I had to reopen the case. None of my paperwork indicated that I needed to continue filing for benefits and I was denied my backdating request because according to the deputy I should have called if I had a question. Since my background is HR and there was nothing in my initial decision or on the Colorado Department of Labor website indicating that I still needed to request payment during my postponed weeks, I did not have a question as I thought I was taking the correction actions. I have a hearing set for next week but am curious if I have a case to appeal the decision to backdate given that I acted as a reasonable person would under Colorado Regulation12.1.8. Hoping to get some advice as I am not finding local attorneys to assist with unemployment questions and my unemployment office has been less than helpful.
I recently found a new job and gave my existing employer 4
I recently found a new job and gave my existing employer 4 weeks notice. In the employee handbook it clearly outlines how you earn vacation and if you have used more than earned and you leave the company any unearned vacation taken will be withheld from you final payment. However one week before my last day of work I was advised they apply the same policy to sick days, personal days and health benefits.none oder this is addressed in the employee handbook. The handbook states after you complete your 90 day probation period you earn 3 personal days. Then there is a paragraph that states for 2016 you will have 4 sick days and 3 personal days. It does not say anything about earning or pro-rating them. My last day was the 21 of July. I received a letter from the company telling me I owed them money for the sick and personal days taking because I did not work all of 2016 to earn them. They also said I had to pay them $100 which was the employee portion of medical benefits for my spouse. I contacted them to discuss the handbook does not state anything about earning or probation sick and personal days nor does it address at all that you have to pay the medical premium if you do not work the entire month. As stated I worked until July 21. They say I owe them $185. Since the handbook does not advise of these policies am I responsible to pay them the money they are requesting?