OT--Those special union benefits
 

"Don White" wrote in message
...
NOYB wrote:
"Doug Kanter" wrote in message
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"NOYB" wrote in message
thlink.net...

Idle Hands
Detroit's Symbol of Dysfunction:
Paying Employees Not to Work
Cost Tops $1.4 Billion a Year

Among all their other nutty ideas, I wonder if GM thought it was a good
way to keep these people from moving away and going to work for Toyota,
etc.


They were trying to lock up their employee base to tap into when times
are good.

As a small business owner, I can only imagine the headaches involved for
a large company trying to staff the appropriate number of employees for
such a cyclical business.

On a much, much smaller scale, I face a similar dilemma. Naples is
becoming more and more a year-round residence, but for many it is still
very seasonal. I desperately need a second hygienist for October through
May...but then one hygienist is more than enough in the Summer months.

Do I hire the second hygienist and then put her in the "rubber room" from
June through September?




Just give each girl a 6 or 8 week vacation each year. That way you'll
only have one body present all summer long.

I'd be happy to give them 6 or 8 or 12 weeks vacation...but it can't all be
paid vacation.

OT--Those special union benefits
 

"NOYB" wrote in message
ink.net...


I'd be happy to give them 6 or 8 or 12 weeks vacation...but it can't all
be paid vacation.



Several years ago when I was still running my small company, it became
important for us to develop and publish a formal Employee's Manual. I
labored over the development of a comprehensive outline of policies,
benefits and other company related issues ranging from job descriptions,
holidays, leaves of absence and continued education reimbursement. After
months of drafts, researching, conferences with the lawyer and accountant
and rewriting, I was finally satisfied with what I considered a Pulitzer
Prize candidate of a document.

At the time we had a young lady who handled the phones and greeted
visitors - a receptionist in my day, but a "Administrative Assistant" in the
politically correct world. She was pleasant, attractive and single,
qualities that soon led to her being knocked up by one of the unmarried shop
guys. I was initially unaware of her "condition" and rather than have her
sit there between phone calls doing her nails, she helped me by typing all
the drafts and revisions to the Employee's Manual. When I was satisfied
that the final revision was done and we were about to go to print, something
told me to read the whole thing again, one more time, cover to cover.

At the last minute, she had taken the liberty of re-writing the whole
section on maternity leave. It now read that the company would provide up
to six months of fully paid leave for any employee having a kid. When I
confronted her, she just smiled, and said, "Hey, it doesn't hurt to try".

Obviously, she left to have her kid and never returned. We did fully pay
her COBRA contributions for 3 months to make sure she had insurance coverage
during the remainder of her pregnancy.

RCE

OT--Those special union benefits
 

"NOYB" wrote in message
ink.net...

"Fred Dehl" wrote in message
...
"NOYB" wrote in
ink.net:

Do I hire the second hygienist and then put her in the "rubber room"
from June through September?

Send her to the beach in a bikini to hand out promo toothbrushes.

Ahhhh. Good idea. Ring it up as a marketing expense...and save FICA.



That is awful sexist to assume that the hygienist would be female ;-)

OT--Those special union benefits
 

On Wed, 1 Mar 2006 17:25:19 -0500, "RCE" wrote:

At the last minute, she had taken the liberty of re-writing the whole
section on maternity leave.

Funny story. :-)