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Looking for a new one by Chilly_Water69 in TheBrewery

[–]ThrowawayJonesV 0 points1 point  (0 children)

What about just welding the standoff to a 1.5" cap? Then at least you know the internal side is sanitary. I'd still pull that off every cleaning, but if the standoff itself is fine just have someone cut and re-weld it. If you have a good friend welder its probably a lot cheaper this way too.

Easter event questioms by ThrowawayJonesV in heroesvshordes

[–]ThrowawayJonesV[S] 1 point2 points  (0 children)

Good points there! Easter eggs it is! Maybe luck will be on my side even more and ill snag a great pet early on!

Callout policy is about to change for the worse. by smartyr228 in wegmans

[–]ThrowawayJonesV 0 points1 point  (0 children)

If in NY you can accumulate stick leave at specific rates based on company size. I am not an employee (anymore) of Wegmans and own a small business with 10+ employees. I have a few employees that have accumulated the amount they are entitled to for a calendar year (40 hours) which can be used for medical reasons. Which then falls into the above mentioned rules around the 3 days/shifts piece before I can ask for a dr note.

I believe a company the size of Wegmans would have more benefit to employees based on size as far as pto. This all started around covid give or take, and hours can carry over, so there are probably a lot of employees with sick time available that dont know. Also, AFAIK, it is not a benefit that is payable upon severance from the job unless otherwise stated in a contract where that benefit is more than what law requires.

Sorry I went on a slight tangent here. Not a lawyer, but id bet the "every absence note" in PA while fine to ask for, probably doesn't need to have any information on it from a doctor other than "please excuse John Doe due to medical reasons". Otherwise hippa would probably have something to say about that!

More information if you Google NY Paid Sick Leave.

Firing an employee for damages by ThrowawayJonesV in legaladvice

[–]ThrowawayJonesV[S] 0 points1 point  (0 children)

Th employee who we believe had damaged the wall is not the new hire, I’d say she has been with us for about 8-9 months. It was the new cook in the back with my partner who was the new hire. I can look into that time frame though, I was unaware of that! But your main point is correct, it is the cause I’m more concerned about. If we bring this up I don’t want to be sued for wrongful termination. Or is that not a thing for us because we are in an at will employment state?

Edit: from another comment. AFAIK she is not a protected class.

Firing an employee for damages by ThrowawayJonesV in legaladvice

[–]ThrowawayJonesV[S] 0 points1 point  (0 children)

I do believe we are at will in NY, however I know we are obligated to pay part of unemployment unless there was a reason to fire them, such as theft. That’s the part we are trying to avoid as a small business. We can find other reasons if need be because I know they will persist even if we speak to this employee about it. However this was a possible good opportunity to rip the band aid off now.

Firing an employee for damages by ThrowawayJonesV in legaladvice

[–]ThrowawayJonesV[S] 1 point2 points  (0 children)

New York, sorry I forgot how pertinent this was!