Jaded
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Anne: I posted the above referenced post without any knowledge it was from a syndicated columnist. It was sent to me by a co-worker without any reference to the published work. It was very funny and I would have given credit to the author had I kn…
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Great idea! I have one question: has the crying employee been identified yet?
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Just then, the fire alarm went off! People were frantically running down the hall. Poor Mrs. Mendlebright was trampled right before my eyes! Someone shouted, "run for your lives, it's....
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Bubbles reached in the envelope and pulled out an 8 x 10 glossy...
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I have received many of these types of calls and my usual response is, "Send me something in writing; I'll look it over but won't make any decision over the phone." They usually never send us anything. These types of companies use "scare" tactic…
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Didn't she also play the bad guy in Frank Baum's masterpiece?
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A big guess: The Wicked Witch from the Wizard of Oz?
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Thanks Parabeagle and Whatever! It scares me to think that I was singing that line from the song out loud when I was trying to quit smoking. (It was scary to those around me too!)
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I too mourned the loss of the Captain.... I'm trying to think of the name of the song that had this line in it... "Smokin' cigarettes and watchin' Captain Kangaroo...now don't tell me...there's nothing to do..." Anyone out there remember that son…
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Or... the Statler Brothers (that one's for Don!)
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Lets just say when we implemented our drug screen program (close to 15 years ago), we gave everyone plenty of notice! We did have a few people resign before the program went into place. G-town is beautiful horse country!
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Very wise advice, Marc! Here is one of my favorite quotes: "We should always be booted and spurred and ready to go!" -Montaigne
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I'm fairly new to the forum, but.... I always run FMLA and W.C. claims concurrently. I would not terminate since you now know it is a work related injury. Your w.c. carrier should assist you in trying to get the person back to work as quickly…
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Let's just say I am trying to keep from being "strangled" by those "loose ends" that don't get tidied up at the end of someone's employment. Once I do an exit interview, I hope I have covered all the bases so I don't have an employee calling back a…
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An "interview," as defined by my American Heritage Desk Dictionary, " n. 1. a. A face-to-face meeting, b. such a meeting arranged for the formal discussion of some matter. 2. a. ..an account or reproduction of such a conversation..." The point is…
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I do exit interviews on all exiting employees. I would never think of not doing them. I stay away from the warm and fuzzy questions and stick with the basics. I fill out a simple one page form that contains address/phone number information (you'd…
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Thanks MWild. I was gonna look that one up myself...glad you took the time to do so!
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We use a form called an "Incident Report". All employees who damage company property or who were involved in an incident that involved damage to equipment or property are required to fill out this written report with 24 hours. This form asks the d…
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What would I do? I'd have to know the following first: How much monetary damage to "the object" was done? Has similar damage to company property occurred before? and what action did you take? Some people will never admit guilt (even …
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Don, the Forum came through for me in a big way....it really helps hearing what others have gone through and probably will continue to go through from time to time. I'm staying strong thanks to all of you who were there for me. In the meantime, I…
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SherryAnn: Thanks for writing. It does help hearing from those who have faced similar experiences and have dealt with it in a positive way.
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Don: Thank you for taking the time to write your response and share your experiences; it really helps to know that there are many HR professionals out there who really do empathize with the ground troops. This morning I got a call from the guy …
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Thanks, Whatever. I appreciate your post.... especially the part about having a "heart"...afterall, it is Valentine's day! Here's a survey for you.... How many of you check an employee's birthdate prior to setting a termination date?
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Thanks for the pep talk guys....it really helps! Marc, you hit the nail on the head about my screen name. I am totally burned out in my current job (been here for 15 years).
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Sonny: I believe that inappropriate behavior in the workplace should be addressed. It sounds like this problem has been dumped on HR because no one else wants to address it. I also know some employees will push the buttons to see how far they c…
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Hi Kathy: I'm happy to say I have not had to deal with this problem. Your post says you will address it "as delicately and compassionately" as possible. Do you suspect that the person is not, shall we say, "in control" of the situation? Is your …
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I hate it when "the trust" is broken..how'd you find out?
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I agree with Don's response. I don't see how you could win the unemployment hearing either. I had a similar situation involving doctor notes. A manager thought one of our employees was forging doctor notes. He wanted me to call the doctor's offic…
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We have an attendance policy that addresses "no-call, no shows". After 3 days, they are terminated. Do you have a written policy that addresses the situation? How did the supervisor respond when she called him or her? Do your supervisors have …
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Our policy is that all references will be handled through our HR Department. No one else in the company has the authority to release info about a former employee. When I do release the information to a prospective employer, I tell the prospective …