AJ SPHR
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- AJ SPHR
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Elle, I worked for a couple of bosses over the years who never recognized me for my work or efforts. The way I survived is that I took comfort in hearing/receiving good feedback from my customers - employees and managers - about how effective and pr…
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One other note of caution, you stated: "I feel as if there is going to be such bad tension among the ees and myself even though I did not decide on these numbers. I have communicated the procedures of increases to everyone but I don't think it matte…
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I sent you some additional ideas using the "inbox" feature of this site. Just wanted to let you know in case you are like me and forget to look for that red flag!x:D
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MWild and others, There is some recently litigation surrounding these ERG's or Affinity Groups, but of course right now I can't remember the case details. But it concerns a large employer that offers these kinds of groups and some kind of religious-…
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Denise, I just received a BLR state of PA update and one of the laws was unemployment comp. In the Exceptions to Coverage list, it does not include any reference to Upper Management being ineligible. I can fax this to you if you'd like.
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????
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We also use floating holidays similar to how others describe - they're essentially just two additional vacation days (we offer 8 fixed holidays and 2 floaters). The difference is that employees can't carry over these days if they don't use them (lik…
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It's a company-paid holiday for us. We also offer floating holidays in addition to 8 fixed holidays a year.
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Please correct me if I'm wrong, but not all states protect sexual orientation. We do not have this class identified in our policies because PA does not require protection for this class. It could be the same for SC, correct?x:-/
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Maybe she just wanted to be put out of her misery and couldn't do it herself. I had a situation, not quite similar with FMLA's and WC's, but a person we had to terminate due to a reorg and job elimination. This employee had been on a performance p…
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Drugs!x:-) Ok, seriously, tell him to talk to his doctor about his fear because I know an employee here who went to her doctor about fear of flying and needing to fly and the doctor prescribed a very mild form of ativan for her. She said it worked …
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While not a specific sexual harassment program, I have created a general harassment/discrimination training program, titled "Leading a Respectful Workplace" that included: * A quiz to test mgmt team's pre-training knowledge * A video from ABC mgmt v…
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I agree with Hunter1. The caution you were receiving was actually classifying this person as disabled under the ADA which could obligate you to even more adjustments than you want to do. But of course, accommodating someone for the sake of accommod…
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We have three first aid cabinets stocked with individually packaged: ibuprofin tylenol cold medicine sinus medicines burn creams hydrocortisone creams band aids burn sprays ice packs Employees love them and we have had no issues about liability. We…
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I agree with Shadowfax. I work for a relatively small employer (less than 200) and we provide home address and phone numbers via the intranet. Employees always have the right to not have their info displayed but I believe everyone takes advantage o…
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I am always cautious about using the term "hostile work environment" and only use it to apply towards an illegal harassing/discrimination situation. What you describe that could happen is perhaps an uncomfortable or charged environment, but probably…
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If your attorney drew it up for you, why not ask the attorney who created the agreement for you for her opinion? We do separation agreements but don't have a witness line - just employee's signature and then my signature after they mail it back to m…
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Yes - to echo what Don said, that even if you have an outside to produce the reports, you must spend an inordinate amount of time finding the data to give them and also you essentially come up with the programming needed to produce the reports. We…
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This post from James is from the "How to User Employer's Forum" Forum and indicates that multiple users can access the board if the company has only on subscription. So to those of you who indicate your company or boss has a subscription but you don…
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Hi Pork, Thanks for your reply. As I continued researching old threads on HR Hero I found more resources and references to actual FLSA language that does lead me to agree with you - that we cannot offer an unpaid internship because we will benefit f…
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I'd like to resurrect this thread to ask whether it's possible to offer an unpaid internship program without involving the university? The General Counsel received a call from a former Board Member who has a daughter on her summer break and will b…
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This may sound simple, but go with your gut instinct. I think, from what I read in your summary, that your gut is telling you to say "No", but you're trying to find a way to say "yes" and make it palatable for yourself. The CEO may be good at sellin…
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We had a list of codes for all kinds of situations at a previous employer. It was quite helpful to be able to easily produce a report of all retirees within a certain period of time. We also had statuses such as: Terminated - nonvested Terminated - …
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In a recent example, we were recruiting for a high level financial-type person. One of the applicants had a good background on paper so we invited him in to interview. He interviewed well, except one or two of the interviewers had a concern that he …
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Don D, I respectfully disagree. I conduct both employment verification checks (verify dates/title and whatever else they'll tell me) and also contact one or two personal references. If you ask the questions right, you can get some valuable informati…
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I like having payroll in my area of responsibility because I see that it's linked. We also eliminate one more set of eyes being able to view confidential employee data (salaries) by keeping it all in HR (and using an external payroll administrator t…
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I agree that I would approach her in a more serious tone to tell her that the content of her emails was inappropriate. I wouldn't make it a "warning" but just tell her that we all need to find a way to work together and you'll do all you can to help…
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Janet, I applaud you for taking control and helping the manager take control of the situation. However, I don't think I'd jump to a written warning with the employee. I don't know all the of the details, only you do, but based on what you've written…
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But at some point you do have to assert who really is in charge. When I read the original poster's summary of a recent situation where she was giving her grief about a free lunch to celebrate summer, it tells me that this employee feels she is runni…