or use ours with the stipulation they are monetary responsible for it if they don't keep up with it.
Is that legal?
or use ours with the stipulation they are monetary responsible for it if they don't keep up with it.
Is that legal?
That just seems a bit odd. FedEx could say that using their trucks is voluntary and make their employees sign an agreement saying that the employee is solely responsible for them.Yes, they sign an agreement when they receive the tracer. They do not have to take the tracer,
That just seems a bit odd. FedEx could say that using their trucks is voluntary and make their employees sign an agreement saying that the employee is solely responsible for them.
I always figured that an employee was only responsible for tools/equipment/etc. if you could prove that he was maliciously damaging or abusing it.
One can say the same about the tracer.That's comparing apples to oranges, the FedEx truck is a requirement of the job,
But you can do other jobs as an employee without their vehicle.you cannot deliver there packages out of your vehicle unless you are a subcontractor,
The same way that FedEx can say that their employees don't need company vehicles, but if they want to drive they have to sign saying they are responsible.We do not require tracers, but if your smart, you would take one to preserve your job,
One can say the same about the tracer.
But you can do other jobs as an employee without their vehicle.
The same way that FedEx can say that their employees don't need company vehicles, but if they want to drive they have to sign saying they are responsible.
You may not agree, but I still feel it is the same thing. A lawyer can word it out to arrive at the same end result, which is the employee getting the shaft.
Exactly, that is part of the risk of being in business. The risk that the employer takes.And the employer gets the shaft if they give the tracer to the employee, and they keep losing it or it gets "stolen" because they have no skin in the game.
That's the thing, I don't think it works both ways. There are certain protections that employees have, and rightly so.It works both ways, the employee can give the employer the shaft to,
As for operating at a loss, a good employer should be able to find the problematic employees and deal with them before they are able to make a significant change the the company's bottom dollar.and unlike the US government, they cannot operate at a loss for long.
Being part of business, why can't the employer reduce their risks?Exactly, that is part of the risk of being in business. The risk that the employer takes.
That's the thing, I don't think it works both ways. There are certain protections that employees have, and rightly so. r.
They can, and should. This is accomplished by taking the actions I listed above when you find an employee who may be abusing tools or equipment.Being part of business, why can't the employer reduce their risks?
It is easy, I have done it many times. Even back when I was in the IBEW and working as a foreman, I never had a problem firing a man who deserved it.Yes, employees do have more rights than the employer, you talk like it's easy to get rid of a bad employee, but its not.
Nothing is "for sure" in life, but it's a pretty good bet that if you terminate an employee for abusing company equipment there won't be any further problem. However,if that employee is the type of person to pursue charges against you, he will also fight against you holding him monetarily responsible for damaged tools.The only sure fire way not to have a court overturn a termination is a safety violation.
Now THIS is apples to oranges...One example is, there is a lot of bad teachers in NYC that they can't fire, so they pay them to sit in a room doing nothing because they can't leave them in the classroom.
It is easy, I have done it many times. Even back when I was in the IBEW and working as a foreman, I never had a problem firing a man who deserved it. p
Fired them huh? I thought with the Union, they just go back on the bench?
Fired them huh? I thought with the Union, they just go back on the bench?