Infatuation Rules
Infatuation Rules
Photo: chepté cormani
If an employee has used 90% or more of the sick leave he/she has accrued since being hired, there may be a problem of excessive absenteeism. In reviewing this factor, you will want to consider any major illness, injury, or maternity/paternity (parental) leave that may have caused the high usage.
Dating people you meet online is not inherently problematic or toxic. However, for many, these apps create a toxic relationship with oneself and...
Read More »
15 Weird Things You May Think Are Unsexy But Men Find Really Hot Sweating. Giphy. ... Messy Hair. Giphy. ... Moles Or Scars. Giphy. ......
Read More »Although there is no magic number of absences that equate to excessive absenteeism, there are a number of factors to consider which can lead to a determination that absenteeism is excessive. The factors listed below should be reviewed and considered as indicators of possible excessive absenteeism. If one or more of the factors indicate a possible problem, the employee should be interviewed to determine whether there are acceptable reasons for the absenteeism. Contact Employee & Labor Relations for advice in interpreting the factors and in reviewing any reasons cited by the employee. Sick Leave Usage in the Current Year. If an employee has used 80% or more of the sick leave he/she has accrued in the current year, there may be a problem of excessive absenteeism. Obviously, this indicator becomes more of a concern as the year progresses (an employee who misses one day in the third pay period of the year will have used more than 100% of the 7.4 hours accrued in the first 2 pay periods). As noted above, 10 single-day absences throughout the year are more of a concern than a single illness/injury that results in a 10-day absence. Sick Leave Usage since Date of Hire. If an employee has used 90% or more of the sick leave he/she has accrued since being hired, there may be a problem of excessive absenteeism. In reviewing this factor, you will want to consider any major illness, injury, or maternity/paternity (parental) leave that may have caused the high usage. In reviewing the above two factors, you will want to look at them together. For example, if an employee has worked for the County for 10 years and has used 95% of the sick leave accrued year to date, but has only used 50% of the total sick leave accrued, it might indicate a one-time blip in usage. Alternately, it may indicate an employee who plans on resigning and wants to use up accrued leave prior to separation, which is not appropriate unless substantiated by a medical professional. On the other hand, you may have an employee who has used 95% of total sick leave but only 25% of this year’s accrual. This may indicate that the employee is making a concerted effort to improve. Patterned Sick Leave Usage. If you identify an employee with a pattern of sick leave usage you need to review this situation as a potential problem, even if the employee’s usage does not reach the 80%-90% thresholds described above. You may find employees who call in sick on Mondays or Fridays, on the day after a holiday or a holiday weekend, or on days on which workload is particularly heavy or on which a specific job task (such as a monthly report) is due. Sick Leave Usage in Combination with Vacation. An employee may call in sick on the first day they are due to return from a vacation. It is strongly recommended that you notify the employee when they call in that they need to produce a physician’s statement indicating the date they were seen by the physician and certifying that the illness precluded him/her from reporting to work on that date. There are also situations where an employee will call in sick on days for which they had previously requested vacation time off and their request had been denied. In these cases, you will certainly want to require a physician’s statement as described above. You should also call Employee & Labor Relations to determine whether further investigation is warranted.
Hoovering is a manipulation tactic used to “suck” victims back into toxic relationship cycles. Someone who hoovers fears that their target will...
Read More »
Red flags are often used in conversations around toxic or abusive relationships. Toxicity can present itself in any close relationship: friends,...
Read More »Try to take at least a few months so that you can heal and move on from the end of your last relationship. If you've broken up after a long-term relationship, you may need more time. 6 months to 1 year is a good rule of thumb if your last relationship lasted a year or more.
If you’ve recently broken up with someone, it can be tempting to start dating again right away. But is there a specific amount of time you should wait—and, if not, is there any reason why you can’t jump right back into the game? In this article, we’ll share expert advice on how long you should wait before dating again, and talk you through some of the signs that you might be ready to move on after your breakup. This article is based on an interview with our licensed clinical psychologist and relationship coach, Sarah Schewitz, founder of Couples Learn. Check out the full interview here.
An curved arrow pointing right. Nectar Sleep surveyed Americans to discover how many sexual partners they had before settling down. The average...
Read More »
Anything from one week to a month should be enough time for one or both parties to determine whether they should stay together. “You may decide...
Read More »
One of the biggest signs he is fighting his feelings for you now then, is if he reaches the point where he can't even be around you. He's doing...
Read More »
It affects your self-esteem When you're chasing a man who doesn't reciprocate your feelings, it could end up backfiring and your self-esteem will...
Read More »
Promotion
Promotion
Promotion
Promotion