Bizee1
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Go to [url]www.hrtrain.com[/url] - that's one place you can look for videos, etc. As for the workplace violence, I'd call the police dept. there and see if they could have someone come out and do a presentation on prevention. They've done it for us…
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Actually lukkie, it depends on the state. In this case, Georgia is indeed a one-consent state, making it perfectly legal to tape record. (Only one person has to be aware of the recording).
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No "checklist" per se, but just make sure these are not kept in the personnel file: I-9's, background investigations, medical, (including physicals or drug screens), WC, all should be kept in a seperate file.
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Yes, you can provide them copies, and even charge them per page. But there is nothing saying you are *required* to give them copies, and also they can go ahead and use their own paper/notebook {whatever} to write down what they see in their file. A…
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In California, ee's are allowed to view their personnel files, including disciplinary and termination reports. They are not permitted, however, to view records relating to an investigation of a possible criminal offense, or letters of reference.
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I would call his Dr's office daily until they respond. How did you go about getting the job description to the Dr? Did you mail it yourself, or did you give to the ee to give to his Dr? If the latter, I'm wondering if it ever reached the Dr's off…
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Yes, it's legal to require post-accident drug testing in OK. And BTW, regarding the different tests, urine tests typically detect only drugs used in the past few days (marijuana being an exception). Hair testing detects drugs used in the last 60-90…
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Definitely time for a Come-to-Jesus meeting. You might want to think about including YOUR supervisor in that meeting as well, with the explanation that you want everyone on the same page when it comes to who is in charge of what and who. This inclu…
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Beep....beep....beep.... That's the sound of the truck backing up here. Where did the DV come into this? Johana only said the person was having "domestic problems". That could mean a whole lotta things: financial, custody, fighting over who gets t…
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Whoa...no need to get an attorney involved at this point. You are an at-will employer and can term her for any reason that is not discriminatory. If the employer/employee relationship is not working out, it's not working out. She would probably f…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-08-03 AT 05:16PM (CST)[/font][p]What kind of lawsuit?? Look at it this way, what exactly would be the reason for termination? (Sorry, I didn't read your other posts on this) Is it because she spends …
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Could be open to a defamation or slander complaint, for sure. One question though: Did the ee's he snooped on sign a release or an acknowledgement that the company could/would be doing background checks? If not, and he went about this on his own-d…
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Put it back in the lap of whomever placed the ad. You had nothing to do with placing the ad, you were just following through with what the ad said. Also, just because a sign-on was promised for this particular opening doesn't mean you have to offe…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-04-03 AT 04:25PM (CST)[/font][p]"...information from a manager's computer concerning him." NO As for the ee's rights regarding viewing the contents of their personnel file, this is state-specific. I…
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Tennessee has no law on access to personnel files that applies to private employers. There are, however, different regs when it comes to state and local government ee's. That being said, (and if you are a private er), you do not have to let this ee …
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Judith hit the nail on the head: Employees and applicants *currently* engaging in the illegal use of drugs are not covered by the ADA, when an employer acts on the basis of such use. Tests for illegal drugs are not subject to the ADA's restrictions…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-10-03 AT 12:03PM (CST)[/font][p]What are the ages of the termed individuals and what are the ages of their replacements? I would recommend both of these people to consult with an Employment Law attor…
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It is. My take on their wording of the 2-week seperation notice is if the ee is wanting to voluntarily leave the er, they are requesting a standard 2-week notice.
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How did you find out about her arrest? If she had someone call you right away or she herself was able to call you, I'd cut her some slack. Although her own fault for her current predicament, she at least is making sure her employer is aware. You …
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29 CFR 531.30 - ``Furnished'' to the employee. The reasonable cost of board, lodging, or other facilities may be considered as part of the wage paid an employee only where customarily ``furnished'' to the employee. Not only must the employee …
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Please clarify: he is getting room and board in lieu of pay, or he is getting $5.50 per hour in addition to having his room and board paid?
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This whole thing involving legal counsel is in the very early stages, deez. How were you notified she had hired an attorney? Surely you haven't received something in the mail already, if she has only been termed this morning. Also, it will be up …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-07-03 AT 01:25PM (CST)[/font][p]Well that was fast. It almost makes me think she put up the big stink when you transferred her because she had this planned all along. Regardless, you can show that y…
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Agree with MS HR. The ee was told more than once to go to her new Dept. and she refused. When filling out the UC job seperation request, make sure you are detailed in your explanation of this.
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The female ee should have also been disciplined. She participated, albeit differently because she was not raising her voice. I would also ask her to be specific regarding how she feels threatened - in what way? On the surface it looks like the ma…
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Title VII requires employers to make reasonable accommodation for employees’ and applicants’ religious practices as long as that accommodation does not result in “undue hardship” for the organization. The meaning of “undue hardship” is murky. Neit…
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Another one (for $19.95) [url]www.criminalsupersearch.com[/url]
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Did the ee file for back-pay with the DOL? If so, you need to go back to the actual term date in Jan and calculate the earnings for this person, which could be more difficult if they are non-exempt, hourly. In that case, you will have to calculate…
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Your er is putting itself in potential hot water by not terminating this person immediately. Whether the "staff" want him to stay on or not should not even be considered. The ee was in physical control of a weapon and used such weapon in a violent…