no handbook or policies about write-ups, procedures, or rules. Only rules are meetings that are held by manager that contradict the meeting before. Management doesn’t follow own rules from meeting. Not all employees at meetings.
No, you can be fired at any time. There is no legal requirement for companies to have handbooks or disciplinary procedures.
If our ocmpany has more than one location, and we send an employee from location A to location B for about a week & provide that employee with a condo (kitchen included), what is the usual policy for meal reimbursement?
Should we be reimbursing breakfast/lunch/dinner (can be per diem) for everyday though a kitchen was provided?
Is food provided in the condo? A selection of breakfast, lunch and dinner food products? Condiments? I hope cookware and dishes are available as well.
If the employee were at home, they would likely have access to their own groceries and pantry, and they would be able to shop around, use coupons, buy in bulk, etc. Such options are unlikely to be available to them in they are in town for short periods, and have to buy everything to make meals from scratch. If they want to make 1 omelet, they would need to buy a dozen eggs. Would they be able to use all those eggs within a week? Same for other food supplies if they need to stock the kitchen each time for themselves.
As it would very likely cost them more money to buy and prepare foods when they are staying at the condo than it would for them to do so at home, it seems reasonable that your company should provide reimbursement to even up the disparity, so that the employee is not ‘out of pocket’ on any expenses due to their location change.
The structure of the organization is: this employee reports to a supervisor and this supervisor reports to me.
Have the supervisor hold a group meeting with his/her employees, including the one who is illiterate, and verbally discuss the new policy before it goes into effect.
After the policy goes into effect, do the same thing again.
Try not to single the employee out, but do reinforce the message verbally.
You also could ask the employee if he/she needs accomodation, such as a coach or reader to assist them. Or, if this disability is already known to the supervisor, maybe the employee has a trusted friend and you could email the policy for the friend to explain to your employee.
Basically, think about ways you would do this if the employee was blind. Make sure you do this privately if the illiteracy is not known to other employees.
Also, look into courses maybe at your local high school or community college where the employee could get help learning to read and offer to pay for the tuition. You would vastly improve their skills, and get a loyal employee too.
I am wondering if our employee has a legal rights to smoking break during her working hours at the restaurant…because we want to limit our staff to smoking break, but we don’t know whether or not we have the legal rights to do that… anyone sources please let me know… i know that they are entitle to a 30 mins break, but i am now sure if they are entitle to a smoking break every hour or so… and my staff seems to be taking advantage of this smoking break… and it is not fair for those how don’t smoke and don’t take smoking break.. what do you think i should do about that? what can i do to be fair ? any suggestion guys? please help…
Usually if they work 4 hrs they are to get a 10 min break to do what ever they please. they work 8 hrs they get two 10 min break again to do what they please. Also it’s usually 2 to 3 three hrs of work per 10 min.
For example: clock in @ 8 so the 10 min break should be @10 or 10:30 then lunch 1/2 hr or 1 hr. finally the last 10 min break should be about 2:30 or 3.
lets say they come in at 4 (swing) and leaves @ 9, then a 10 – 15 break at either 6:30 or 7.
It’s not necessary to give them a smoke break. It is against the law NOT to give them a break. I believe a 10-15 break per every 3-4 hrs of work.
I found this site for you, but you can contact the labor board to find out in your state.
http://www.megalaw.com/ca/top/calabor.php
http://www.dol.gov/
Good luck
The simple fact is that management, middle management likes to repremand those for not remembering the policies they seem to live by, since it is their butt if something goes wrong. They can always defer to the policies to protect themselves. But, the employee is held accountable to a policy if they are told it once! There are people to report to and lines of command, and orders of things that an employee can get notified of if they ‘don’t remember’.. because certain things are in place, and,.. if I am not responsible because I am just an employee, then, iam not to be held accountable of the policies that managers are responsible for teaching … I have never seen management role play or take charge out where i work, and we have always survived keeping it under the roof, just winging it, and when things go wrong, it falls on me, the employee who doesn’t know the policies!!!
If it is a large hospital organization these policies should all be in writing. You are entitled to a copy of them if you are to follow them. You should be given a copy and a document to sign saying you received and understand them. If not, ask for one. Then refer to it. Often. That is the very least they should do. They are a hospital and have regulations to follow. If you can’t get the info, call your local regulatory authority to find out what they are required to do.
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Duration : 0:3:35
There can only be two major impacts on change based on the above indices (policies, and relation strategies). The fist impact is positive: Team Effects which leads to greater performance and higher or increased productivity. A positive impact on new or improved policy would result in improved product, productivity, employees’ performance, improved utilization of human resource availability…. A negative impact based on organizational change will produce the opposite effect in the above mentioned actions.
This video details the problems America will face if confronted with the Employee Forced Choice and other troubling labor policy issues.
Duration : 0:4:19
The company provides vacation leaves to permanent employees.
The salaried employee, who has permanent status in the company, is eligible for vacation leaves.
The company’s policies specify that employees who are absent before and after a holiday will not be paid for the holiday.
The employer gave approval for the time off before and after the holiday that the employee requested.
Should they be paid? Absolutely! But you work for a company who has had some bad experiences with losers who try to take advantage of making their own long holiday’s by taking unscheduled days off adjacent to the "real" holiday. So they reacted with a dumb policy. OR…you work for a loser employer.
Either way, turn in your resignation and get a job elsewhere — some place that doesn’t have a bunch of losers working with them.
Oh, yeah. And don’t forget to sue them.
I went to Wal-Mart late Monday night. There was about 15 minutes left until Tuesday, the day a movie and a videogame I have been waiting for were set to be released. Now, I’ve done the midnight release thing millions of times in millions of stores… including Wal-Mart, but on this occasion, I was told something that I did not expect;
"Wal-Mart changed it’s policy. Employees are no longer allowed to stock DVDs and videogames, the vendors do that stuff now."
Is that true? Who are these vendors?
While I was there, a number of other people were standing around in that department looking for items at the turn of midnight as well. I calculated it quickly in my head, $370 worth of merch. I know that’s microscopic compared to what Wal-Mart pulls in daily, but considering that there are (approx.) 3000 locations nationally, that’s more than a million dollars of lost sales in the period of about a minute.
Well, whatever… does anyone know if this is standard policy now?
I work at Walmart and it is true. A vendor comes in and stocks the merchandise, displays the programs through the store and changes what is needed. At this time, I cannot tell you the name of the vendor, but I know I could find out if need be. It just never came about in the past as to whom they are since I don’t work that particular department. If the store is informed that they cannot sell a movie or DVD prior to a certain day and time but the store does in fact sell it prior, that company has every right not to place the product in the store. Therefore, that would be more of a loss if they removed all movies, etc from the shelves