TimBr
Official Well Known Greeter
- Location
- Northern Virginia
I "liked" the fact that you enjoy a good chat on the "Buzz", just for the record. Not that you have the flu.
Company Policy on damages cost, who's responsibility?
- Thread starter Elliot Demos
- Start date
cerviarborist
Very stable member
- Location
- Florida, USA
I don't care to just say "Screw you, I'm not going to take this from you." I'd much rather say "Screw you. you don't get to do this to me, or to anyone else."
When somebody tries to screw with my money, I'd prefer that the entire world see that they have difficulty sitting for about a week afterward. Figuratively speaking.
But then again, I'm a problem child. Always have been.
When somebody tries to screw with my money, I'd prefer that the entire world see that they have difficulty sitting for about a week afterward. Figuratively speaking.
But then again, I'm a problem child. Always have been.
Where do you draw the line? that has got to be a very exhausting existence. Do you only take that approach when somebody messes with your money? what about all the other injustices in life big or small? losing a job in this industry is as worrisome as a cloudy day. He probably had a better job the next day. Just clowning, real question is it ego or about effecting real change? Only thing that sends me nuclear is if you mess with my family. Fire me I move on and get a better job because those kinda of companies aren't worth my time. Its all about time management. I spend my time succeeding not showing the world how tough I am and that "you cant mess with me".
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Ryan you are right about 1 aspect of this discussion. They cant come up to you the day of the incident and make you responsible, but if it was a prearranged agreement required for employment they could. Just like drug programs, they cant make you drug test on the spot unless you agree to it as a requirement for employment. Companies do have the right to change policies to protect their perceived best interests. They cant be based on gender ,race , age etc. I believe the question here isn't if they can do it but how do they implement it to existing employees. Here in CO its at will. A company can fire somebody for any reason at any time. Let me be clear that is a bad way to treat employees, I am an owner. As an owner I make by far the most money for obvious reasons 1 being I incur the most risk. But I believe companies have the rights to set policies with limits of course. I think this company has the right to implement this lame policy.You as an employee have the right to decide if you want to work there. that company eventual will have a bunch of sub par employees that don't see it and that will cost them. I have worked at a company where I was hired before a drug program. A year into they made everyone sign a drug policy as a requirement for further employment . Sign it or lose your job. That was CA years ago. Whether you agree with the policy the principal is the same.
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cerviarborist
Very stable member
- Location
- Florida, USA
I believe in being the change I wish to see in the world. If I can effect a change so that the next guy doesn't have to waste time dealing with the same issue, I'm very good with that. I wouldn't presume that someone else's life priorities are a template for mine. I try to look over the top of my silo and do what I can to make this a better industry, and a better career, rather than just look for a better job.
Wesley Full
New member
- Location
- Minneapolis
@Elliot Demos I had a similar situation at the first "tree service" I work for many moons ago. I was very green and couldn't back up a chipper very well yet. The shop was in a business park with many other companies' vehicles in the parking lot and we had to back the truck and chipper into parking spot from 90 degrees. One day I was left alone about two weeks in and he wanted me to back the truck in. Well I hit a fancy enclosed trailer with some fancy equipment in it. I had no one to spot me which I wouldnt do still today but I was eager to please so I did it alone while he went inside to take care of paperwork. The boss wanted me to pay for half the cost of the trailer because it would teach me a lesson. He told me it was going to cost me $2500 and he would let me take it out of my paycheck until it was payed off. I made 12 dollars and hour! That would take me years to pay off.
This really pissed me off. That night I look up state laws on this and the next day I walked into his office and told him if he takes any of my money I would sue him.
The next day he had a letter from a lawyer saying he would not take any action towards me and he had me sign it. Which I shouldn't have but I did. But at least he wasn't going to touch my money and I still had a job.
Two weeks later I found a new job and quit that day. F bosses that try to take advantage of you. If you are an employee not a contractor they can't make you pay for damages, period.
Never settle! Fight the man!
Find some one that values you or work for yourself.
This really pissed me off. That night I look up state laws on this and the next day I walked into his office and told him if he takes any of my money I would sue him.
The next day he had a letter from a lawyer saying he would not take any action towards me and he had me sign it. Which I shouldn't have but I did. But at least he wasn't going to touch my money and I still had a job.
Two weeks later I found a new job and quit that day. F bosses that try to take advantage of you. If you are an employee not a contractor they can't make you pay for damages, period.
Never settle! Fight the man!
Find some one that values you or work for yourself.
Just my opinion. I have been both the employee and the owner in businesses where property damage is possible.
As an employer I keep my agreement to pay the employee by the hour, by the job, or salary as stated in writing. I never hold the paycheck over their head as a punitive measure. There are laws in my state. I won't spell them all out, but even in cases of criminal negligence, I would still be responsible to write the check that was due.
As an employee, I expect my agreement with the employer to be kept. I expect if I screw up I will be subject to review, reprimand, or termination as the employer sees fit within the agreement. I do not expect to suddenly take on additional financial responsibilities for the company. The company can "win big" if they are successful, and I don't get to go an ask for more than my wages when they do. But if the company looses, I still get my check until the day I don't work. It is how the system works.
I can only think of two exceptions that do not seem to pertain to the OP. One is a safety or performance bonus. No problem withholding the bonus as long as all parties agreed on the terms beforehand. The other is cases of extreme legally negligent or criminal behavior. In those cases, the employer is free to take the employee (likely ex-employee) to court for damages. No need to screw with someones pay directly though.
I worked for a farm as a child worker when I was 13. I dropped a watermelon, and the owner took $4 out of my check. I turned in my 2 weeks notice the day I got that check. I worked my 12 remaining 12 hour days, and left. The owner said that I would only get half pay on my last check because I quit during picking season. My logic was very much like the logic you described in your post. I respect that you had the guts to quit that job.
As an employer I keep my agreement to pay the employee by the hour, by the job, or salary as stated in writing. I never hold the paycheck over their head as a punitive measure. There are laws in my state. I won't spell them all out, but even in cases of criminal negligence, I would still be responsible to write the check that was due.
As an employee, I expect my agreement with the employer to be kept. I expect if I screw up I will be subject to review, reprimand, or termination as the employer sees fit within the agreement. I do not expect to suddenly take on additional financial responsibilities for the company. The company can "win big" if they are successful, and I don't get to go an ask for more than my wages when they do. But if the company looses, I still get my check until the day I don't work. It is how the system works.
I can only think of two exceptions that do not seem to pertain to the OP. One is a safety or performance bonus. No problem withholding the bonus as long as all parties agreed on the terms beforehand. The other is cases of extreme legally negligent or criminal behavior. In those cases, the employer is free to take the employee (likely ex-employee) to court for damages. No need to screw with someones pay directly though.
I worked for a farm as a child worker when I was 13. I dropped a watermelon, and the owner took $4 out of my check. I turned in my 2 weeks notice the day I got that check. I worked my 12 remaining 12 hour days, and left. The owner said that I would only get half pay on my last check because I quit during picking season. My logic was very much like the logic you described in your post. I respect that you had the guts to quit that job.
evo
Been here much more than a while
- Location
- My Island, WA
I would have dropped allot of watermelons if some one did that to me
NorCalBrock
Branched out member
- Location
- Chico
For a company, this type of policy is reactive, short sighted, lazy, and lacks leadership.
At a federal level, it is illegal if the employee is at minimum wage or the cost of "damages" reduces wages below minimum wages.
Darn near impossible to prove gross or willful negligence in my state - CA.
Why not?
1. Be proactive- invest in training
2. Build a culture and policy of safety and accountability.
3. Document negligence
4. Terminate after a certain number of incidents.
Sent from my SM-N950U using Tapatalk
At a federal level, it is illegal if the employee is at minimum wage or the cost of "damages" reduces wages below minimum wages.
Darn near impossible to prove gross or willful negligence in my state - CA.
Why not?
1. Be proactive- invest in training
2. Build a culture and policy of safety and accountability.
3. Document negligence
4. Terminate after a certain number of incidents.
Sent from my SM-N950U using Tapatalk
