HRGddss
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The redheaded guy on that show is so dreamy. (sigh)
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I would say that the only permitted visible piercings would be one earring per ear. Any other visible piercings need to be covered or removed during work hours. There's a lot of people with piercings you would not ever see- or probably want to.
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[email]sesamechicken74@yahoo.com[/email]
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We do that, too. But they want a form to record their thoughts re: candidate in a formal, consistant way. Makes sense, just impossible set of requirements from what I've seen. Unless I use eight point type...
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If they promised him it would be OK to go on this little jaunt, I hardly think it is fair to fire him at 30 days.
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I don't envy your position. I think I would have let the employees decide how much they were willing to pay extra and how risk adverse they were- or offer a plan that costs more and one that costs less with higher and lower risk on the employee. Y…
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I can't imagine that with whomever in the hospital in a coma your ee is going to be a whole lot of good to you regardless.
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Do you have any sort of documents like a job description, profile, etc?
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This last is the kind of program I was talking about. Essentially, you draw people out of college and develop them in several assignments across the company then, ideally, place them in the company. These are often those identified as "high potent…
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That is much more reasonable. A doctor's excuse is just a note with xyz was under my care from x to y date and the standard suggested is reasonable. Please don't make your pilots mad- road rage is bad enough without riling up "air rage" in the coc…
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Making it retroactive to 2000 is silly- who has medical excuses from then, what doc would make them retroactive and even if they could, who would want to track that? This goes way too far in my opinion. If you make it "starting now" you need a med…
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But how do you define your EEO flow using only data on a resume? I have yet to see one that said they were a black, male, vietnam-era vet with a disability.
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> >Start by defining an applicant as someone who is >>qualified for your jobs, then start using >>specific application or resume acceptance >>periods tied in to recruiting activity. Put >>unsolicited resume'…
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We are a fed contractor but I have a jillion resumes and no eeo data. So I'm to guess about their ethnicitiy, etc. First, the jillion resumes is a problem in a manual tracking environment. Secondly, there is nothing I see defensible about a syst…
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In all seriousness, I would consult an employment lawyer about this one. Age issues, illness issues... sounds like a lot of landmines. And I would be pleased to take over the 120K/year job with no work.
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Please make sure, however, that this is precisely how you would treat someone with a broken leg or who got into an accident on their third day driving to work, etc.
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With the bariatric surgeries going on, how do you handle those? Our company's insurance does not cover them, but if someone is willing to pay 25K to get it, I think that the health benefits would be worth it. Certainly most MDs would agree. Your …
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If OP was surprised to find the conviction on the list, s/he probably didn't know about it, no? If your application has a place re: convictions and they lied about it, I'd probably go that route for term. Esp. given current behaviors.
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>The possession of firearms or any weapons on >company property will result in immediate >dismissal. I would say that the possession of firearms or any potential weapon may result in disciplinary action up to and including terminat…
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Maybe silly but how about a flyer to the parents of your kids, "We love taking care of your children- know anyone who might want to join our team?" and list the benefits of working there. Just a thought. >Thanks for the responses! > &…
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Any termination in HR- voluntary or otherwise- should have the exit interview conducted by a senior manager of another, unrelated area (not the training manager or payroll manager). A lot of problems in HR are not uncovered in exit interviews becau…
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Watson- Have an email I could chat with you on? [email]sesamechicken74@yahoo.com[/email] (I think you have a cool job and one I'm heading towards- hopefully!)
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Just because I don't have a husband does not mean I am not for family values! Holy cow. So Bob on his fourth marriage has more right to bring a friend than I do? Are you drunk?
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This is a recipe for some pissed off single employees. I don't have a spouse or an SO, but if everyone who's married gets to bring someone, why not me? Why not make it a "plus one" trip for everyone- my friends would love to go and maybe some of t…
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Not all interviews are for new hires... but if you keep interview notes in for new hire shouldn't you keep them for each and every other interview they do there (promotions, transfers, etc.)? and while they were good enough to hire they might not be…
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I would put them in the job file that is purged far more often. Keeping them in the personnel file lets the employee potentially see them if they ever access the file. It also keeps the interview questions around a lot longer (as long as the emplo…
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There is a verification service available through the SSA and should serve our needs, but the payroll person does not want to take of their time to do it.
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We of course require a number- but they wish to demand a card as well. I for one don't have one or see the point- I could recreate one and be whomever I chose in about ten minutes. It's a silly piece of paper.
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Why are you putting up with a multiple-time offender supervisor anyway?