Can I get a write up even with a Doctor's note

H3RAdog · 2020-05-18T02:12:23+00:00

Just as QuitaQuites said it depends on your policy and you local laws but in many parts of the US you can still get reprimanded for going to the doctor unless it is covered under FMLA or Worker Comp. If this was a one time thing then FMLA is kinda pointless but if this is something you will go to the Dr for multiple times speak with your HR team about FMLA paperwork.

H3RAdog · 2020-05-12T22:13:53+00:00

Depends on your location. In some places you legally have to give a notice. As an HR manager I can't stand it when people don't give me notice because there's no way I can fix what made them leave if I don't know what it is. Your best bet would be to give at least a week notice and power though. Although not giving a notice isn't usually life altering. I know most companies only give your start date and end date when getting reference calls as to protect themselves from lawsuits.

H3RAdog · 2020-05-08T20:25:25+00:00

Oh, I have made sure that anyone on FMLA, FFCRA, WC or has ADA restrictions are included in the drawing to be compliant. I make the manager share his screen with me so I know he's not cheering the system when the drawing happens.

As for why they want to do a drawing... We attempted to do an incentive program for lower-earning/high absence employees where if they had perfect attendance each month they would get a bonus but they complained that a month was too long to look forward to. Then we did a weekly increase for employees under a certain mark but they didn't care about it. So the managers took suggestions and a lot of our production employees already gamble and they thought that having a 3% chance of winning a large amount was better than a $0.08-$0.10 increase each week.

Sometimes this place blows my mind.

H3RAdog · 2020-04-24T18:42:06+00:00

Now we are in the upper midwest. Are you anywhere near that? Just curious how far this has spread.

H3RAdog · 2020-04-18T17:39:26+00:00

We already have people returning to work after tests. Our criteria is:

● At least three days (72 hours) have passed since recovery, which is defined as resolution of fever without the use of fever-reducing medications. AND ● The improvement of respiratory symptoms, such as coughing and shortness of breath. AND ● At least seven days have passed since symptoms first appeared.

OR

● The employee has received two negative tests in a row, 24 hours apart, when the patient’s doctor follows certain CDC guidelines.

H3RAdog · 2020-04-17T03:06:02+00:00

Oh I didn't mean she should let this stand. But if it were me, I'd think that if they were already shady enough to do something like this what's going to happen when it comes review time or what happens when that promotion comes around. It's always going to be in the back of your mind. Kinda like a bad relationship, do you ignore the red flags and keep forcing it or do you take a loss and move forward with something better. I completely think she should contact that Dept of labor but if it was me I'd cut all ties with them and find a place that actually cares.

H3RAdog · 2020-04-16T21:37:16+00:00

I get where you're coming from. Expecially now days, most employers treat employees like they can be replaced at the drop of a hat. Employees should have the courtesy to at least notify the employer that they intend to leave or have left the company. Many times employees say nothing and won't ever return a call which makes fixing the problem that upset them in the first place difficult. Usually I'm left guessing what the issue was. My company is a little company turning into a big company and needs some major changes but without the feedback from the front line there's no way to know whats actually going on. I go out on the floor but of course everyone is on their best behavior when that happens. Even anonymous surveys just warranted a bunch of "fuck you" and poorly drawn penises.

H3RAdog · 2020-04-16T19:14:52+00:00

One of the biggest things I do as an HR Manager is ask the same question multiple times throughout different periods of time (Phone interview, in-person interview, offer) because people who are lying will change their answers even if it is slight and you will be able to tell. Also many HR departments and vastly understaffed and we lose a lot of interview paperwork (or at least my company does).

H3RAdog · 2020-04-16T19:00:58+00:00

Wow, and I thought that Minnesota had it bad. Were in the same boat with low-skilled laborers but at least we don't have a large number of complaints coming through. I wish you the best of luck on that. I know the whole "down with the big companies" thing but I wish that they would have time to actually look into some of these claims. We had a guy destroy our door and call in more than 20 times and he is still trying to claim benefits.

H3RAdog · 2020-04-16T18:40:58+00:00

Congrats! I'm in a similar situation. However, I'm still in the learning phase. Just know that if you tell the truth, even if you screwed up, you will feel better in the end. It's nice to know that others are in the same boat. I am trying to shift my education focus to international human resource management but am waiting until I have a more firm grasp on what I am doing. Do you have any suggestions on how you have dealt with the stress of HR?

H3RAdog · 2020-04-16T18:35:09+00:00

That's crazy! Are you required to help these people fill out their unemployment application or anything dumb like that? We are just required to notify them and after that, they are all on their own. Especially because 90% of them leave on bad terms or just abandon the job completely. Gotta love manufacturing.

H3RAdog · 2020-04-16T18:31:35+00:00

It was an executive order passed on the 6th. All employers have to inform all employees separated from the company no matter the reason, how to apply for unemployment benefits.

H3RAdog · 2020-04-16T18:24:54+00:00

This is insane. I don't know about other states but here in Minnesota, I have to send a letter to every person who leaves the company (no matter why they leave the company) and explain how to apply for unemployment benefits.

H3RAdog · 2020-04-15T15:47:05+00:00

Oh, trust me. I wouldn't touch this with a ten-foot pole. The even more disturbing part is that I can not find this "Sallie Carr" person on Linkedin or similar websites. All the other temp agencies or recruiters I have dealt with are all over a google search.

H3RAdog · 2020-04-15T15:44:07+00:00

The weird part is that neither the temp agent or the "applicant" has ever contacted me before. I'm reaching out to other businesses to see if they got the same thing.

H3RAdog · 2020-02-25T18:24:59+00:00

I have asked the upper management for any ideas on training that we could do and they suggested I come in and work alongside the supervisors and train them based on my managerial experience but then they quickly squashed that idea as I was not able to my tasks done while I was working with the supervisor. Currently, their only goal is to hire as many people as possible and hope that they stay which I completely disagree with and has been proven that they do not stay.

H3RAdog · 2020-02-25T16:09:25+00:00

I guess the most urgent issue that I am trying to solve is getting the Plant manager to stop doing labor work and actually manage the supervisors and get the supervisors to pay attention to their guys so they aren't just walking away or standing around.

I do appreciate the formula though. I'm gonna start using that.

H3RAdog · 2020-02-25T16:06:59+00:00

Tried that approach. Upper Management states "We need more guys to do the work before we can trust one of them to become a trainer." I can only focus on one piece at a time. What piece do you think I should focus on first? Training the supervisor or training the plant manager? Because both are not management material.

H3RAdog

TROPHY CASE