ACU Frank
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- ACU Frank
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I've done a lot of these already this morning. I'm going to need a larger timesheet!
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Check out something like Yammer.
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I agree there may be no quid pro quo or hostile work environment in the examples you described, but those elements could (and probably will) become part of the landscape before you realize it. Make sure you are mitigating your exposure through regu…
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What do you mean by unsupervised? Do you think testing labs do observed testing? (Because most don't.) Because of the immediacy of the testing (aka, "element of surprise"), I had more candidates bail on the onsite test, and more candidates fail t…
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I did on-site testing at a previous employer. It actually has a lot of advantages... including the element of surprise. I'm still not understanding what your objection is.
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If your HR department is falsifying drug tests, you have bigger problems than employees smoking weed.
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Your approach seems right to me. We allow doctors to certify people for FML all the time, even when we know it's bullcrap. But at least make the doctor do that much.
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Yeah, cats need yoga because they're not nearly flexible or relaxed enough.
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I don't think we have anything in our policy that runs afoul of the new guidance. If anything, I think the new guidance just clarifies the 'spirit' of the law, and I've always leaned that direction.
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I may have skewed the results a bit, due to our pet yoga class.
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Flustrated? I would have refudiated her assertion.
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How long will I have to think about Coffee's post before I understand what FML means to her?
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I would attach it to his W-4, in whatever folder you keep the W-4.
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It's directly related to his payroll calculations and nothing else, so I would be inclined to keep it in his regular folder. Do you separate garnishments, by any chance? If you do, then I could see this as being similar in nature.
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I actually say "going on FML". If you say it out loud, without abbreviating, it seems correct... but I'm the only one who says it that way.
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Paul would have rather attended a school where the mascot was the Fighting Saxophone. Come to think of it, so would I.
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I've not watched Mad Men, although it is on the list of shows all my friends recommend specifically for me. However, I am preparing a leadership training using video clips from Celebrity Apprentice. You can learn a lot about how NOT to treat peopl…
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It's easy to blow this stuff off, but it doesn't 'cost anything' to be sensitive to the preferences of other cultures. The problem with Black vs. African-American is that people who would fall into that category don't agree on one or the other. Two…
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I've had to counsel an AVP (52 years old, 14 years with the credit union) three times in the past two weeks about keeping his shirt tucked in. He's already the cause of two official dress code "clarifications". I'm sick of it.
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BTW, Sharon, there are no average narcissists. They are all way, way above average. Perfect even.
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Generally speaking, occasionally exceeding the PT 'limit' is not an issue. If it happens week after week, there may be redress. Individual states may have statutes with stricter requirements, but in Missouri it wouldn't be a problem.
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Even if true, probably not something you would admit right now...
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I know this doesn't answer your question, but I'm curious... Why would you average the hours?
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Generally, those types of interactions are allowable and don't require compensation. You can't fault the employee if it hacks him off, though.
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To piggyback on Paul's comment... (Get it? Pig? hahaha) A lot of HR people started on the clerical/administrative side - doing payroll for accounting, admin assistant, etc. They gradually took on benefits enrollment, orientation, policies and proc…
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That is one of the benefits to an 'all-in-one' poster. If something changes, it doesn't attract a lot of unnecessary scrutiny. [Full Disclosure: I use the HR Hero all-in-ones.]
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I guess I'm fortunate to work in an environment where no one will even notice the poster has changed.
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I generally follow the premise that for something to rise to the level of insubordination, it requires the willful and conscious refusal to follow a direct order. For example, if you tell an employee to make sure they send a fax before they go home…