Nick Ogden
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- Nick Ogden
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You either have a Safety Director that doesn't know his job or worse yet, doesn't care. He needs to conduct a JHA (job hazard analysis) for every job and get very specific about lifting, bending, safety regs. He should analyze everyting about the …
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Good move; I'm on it as we speak. Nick
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Thanks for the suggestions and the web address. Nick
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Supervisor suggested that the EE drink more water and loosen the band in the hardhat; guess what, no more headaces!
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Thanks, folks, for the guidance. Talked with the ee, told that they must follow safety requirements. Put initial note to file; we'll see where it goes. Nick
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Sorry for the late input; you may want to use the "reasonable suspicion" right that an employer has available. But, you must be able to document an irregular activity that the employee is exhibiting (fast talk, late for work). It has saved my "baco…
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Been there, done that. I agree with bsa. Get him reviewed by a coppenent dr., either he returns to full unrestricted duty, get him trained into another position, or get rid of him. Sounds like no one is watching the store and you're getting "ques…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-03 AT 05:52PM (CST)[/font][p]I was hired as a "accident investigator". One guy had a BAD rollover with heaavy equipment and wore a neck brace for months. I watched him day and night, he never too…
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Only thing I can ask is: Does the company own the land where the parking lot is located? If the land is leased/rented, then there is no liability for WC. The accident did not happen on company owned land. I saved the exact situation and around $5…
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Yes, FMLA will apply. They would be considered immediate family.
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Thanks to all of you for the respoonse. I tried to open the STD web page but didn't get it. As to the "way we do it", excellent means of keeping all parties aware of the horizon. my main issues are identifying the common problems, how to devleop "…
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You could help them with "outsourcing" and hook them up with reputable "headhunter" organizations. If your're comfortable with giving them strong recommendations it sure doesn't hurt.It is very difficult to focus on your job when the Babylonians ar…
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We also use the term "orientation" period with 30-60-90 day written reviews. Thbe review is signed by both the supervisor and the employee. If the new employee has worked out, they are then termed a "regular" employee. If the procedure is followe…
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Brad: I am a member, used your suggestion and found an excellent court ruling Thx,Nick
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Thanks, Don. Went to the page and got "hooked-up". Nick
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Department of Labor is a good source; however, keep in mind that it is usually 1-2 old and needs a % adjustment. You can focus the information for a particular part of a specific state. Site: http://www.(state)…
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Our attendance policy states that if an employee does not come to work for 3 consecutive days or call in to let us know of an illness, it is considered a voluntary resignation. I've used the "tool" many times and have never had to pay Unemployment…
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A Training film series, The Danger Zones for Supervisors has a tape, Proper Documentation. Look on [url]www.HRhero.com[/url]
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Our company does the same as above. To add to the dialog, if an employee fails the test, we will allow EPA if appropriate. Also, if the employee is a driver, they lose their CDL for a year and are subject to 6 additional tests (at their cost) whil…
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Before you terminate, have you reviewed FMLA regulations?
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In the state of Washington, you may request a drug test at any time if there is "reasonable suspicion". Example: late to work several times when usually on time, very excitable or irratable, near-miss accident, frequent errors or mistakes when usua…
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The last data I saw was for 2002; in the manufacturing/construction industries the ratio was 1/75, about the same for banking.
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I spent 12 years teaching at the University level; Operations Management, Supervision, Labor Relations; everybody thinks it's easy to be "gently but tough". It just aint so. I conduct supervisory training for 40-50 supervisors that all have the te…
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Currently dealing with 2 cases closely related to this situation. There is no work related problem, but both EE suffer from severe anxiety and DSS. We do not have an EAP program or mental counseling through our health benifits program. I found a r…
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Sexual harassment is mandatory; I cover the other topics as well. For the time spent it's just a good insurance policy. We have 800+ employees. It was mentioned that the 10 Danger Zones series is good; I agree. All of the topics are in the series…
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If the position requires the individual to do tasks that are "learned" in an academic environment, more than on the job, educational qualifications should be REQUIRED. If the job is "clerical" in nature, the tasks can usually be OJT. The requiremen…
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I took 3 months of training by a national search firm on the "techniques" of finding good quality applicants. Bottom line, search firms do not understand the client firm's real needs or the "culture" of the firm. You've all probably seen that the …
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I've learned, the hard way, that some people are just too insecure to be up-front and honest in working with others. My advice, go to this woman and "put down the swords". Do not leave the company on her account. You were hired because you know w…
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I use a 30-60-90 day evaluation system; you must be sure to use the system for everyone where the evaluation applies (it can be used for any position). If you let the employee go after 60+ days you can show that you did the "right thing" be alertin…
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I'm not sure what you want to measure; but I have designed an evaluation form that has 5 basic components and 10 specific questions within each area. Major areas: Job Knowledge, Communication skills, Decision making, Personnel/public relations, Lea…