AJ SPHR
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marc of the no capitals, so sorry to confuse#-o . I will strive to be more diligent in naming posters in the future. In fact, I've just added it to one of my 2004 business plan goals. Whew, what an accomplishment that will be!:DD
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Marc, Thanks for the follow up. I think what's too difficult for any HR professional to do is to provide a clear-cut answer regarding a potential scenario, so that's why you got the tips about investigating first because it seemed to many of us that…
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MarcS, I agree with others - don't assume, but instead conduct a thorough investigation. The results of the investigation will determine the best course of action. If this is the first time it's happened, then immediate termination may not be approp…
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Sorry, Parabeagle, but I don't understand what the issue is: * If the prayer group or bible study is off work hours * If attendance is voluntary * If there are no complaints of evangalicizing (yikes, is that how you spell it?) or loud noises or unco…
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IAWD (I agree with Don!). I think we take things too far, imagining the extremes when we try to ban things and write policies forbidding them. We have/had prayer group who meets over lunch. Participation is completely voluntary and in fact I'm not e…
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I understand what you're saying, HRratrace, but in a manufacturing/production environment, this kind of benevolent attitude just doesn't always help manufacturing facilities get the work done. Personally I didn't like the change when my employer sta…
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I worked for a large manufacturer and we started instituting this requirement the past couple of years and had no problems (beyond morale issues but the mgmt group didn't care so much about that!). There was nothing in our vacation policy, either. W…
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Denise, doesn't PA state law require that you respond to a request from an employee to view their file? I know you don't have to let them make copies and you don't have to let ex-employees view it, but I believe in PA you would need to let her look …
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My best advice is to not write a plan, but jump in with both feet! I'm relatively new at my employer and in the past HR was seen as a processing function. Here are the things I did that helped me get HR more integrated with the business: 1. Schedule…
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I agree with others and believe that you shouldn't try to create policies to deal with every one-off situation. It's off-hours, so I wouldn't begin to even venture into those activities. This is just one thing you know about it, what about all the o…
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We use a 3-point scale with the terms used by smaces_twin's company: 3 - Exceeds Expectations 2 - Meets, sometimes exceeds expectations 1 - Does not meet expectations We purposefully stated the middle category the way it is so that it captures some…
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Unfortunately I don't have access to any documents pertaining to the program. It was at a previous employer and the program was dismantled several years ago. You may want to contact a couple of colleges/universities. Depending on what kind of progra…
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We had a great program and many engineering grads were eager to be considered for positions. We could attract the cream of the crop because of the hands-on training and exposure embedded in these programs. The risks were: * spending a lot of time an…
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I worked for a large mfg company that offered Rotational Engineering Programs. We recruited Engineering graduates right out of college and they were selected to be in one of the specific programs, based on their degree (e.g. electrical, mechanical, …
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I had a somewhat similar situation years ago and handled it exactly as others are suggesting - the manager called both employees into the same room at the same time and told them essentially what Don D. suggests to say - "you have to work together, …
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We also have salaried non-exempt classification and have had it for years. They are eligible for overtime and paid for hours worked (so we can dock if they don't have PTO and need to take time off). My understanding is that it reflects a group of em…
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I'm with the others - what's the impact? And how do you know the employee is not?x:-/
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My only caution is extend this courtesy to everyone who is participating. You "know" that she is "religious", but you may not know for sure what the others believe or practice, so give everyone the same opportunity as you give her.
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I must live a charmed life because I've NEVER had to deal with taped conversations. Thank God for some small favors!xhugs
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Managers/Supervisors can handle verbals and written warnings on their own. When it gets close to potential termination, they then get HR involved. I help ensure final warnings have proper "or else!" statements and also talk them through how they sho…
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I thought that too, Parabeagle, but there are mfg companies that require exempt employees to track their time for charging their hours to specific departments. The FLSA doesn't prohibit tracking time for exempt employees, as long as you don't link i…
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I agree with Cinderella - we developed our own training program and it wasn't just sexual harassment, but harassment and discrimination training in general. We purchased a video (can't remember the vendor) that gave a good overview and showed many v…
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I agree with Don D. State courts view non-competes differently from each other so a good attorney can help you address issues across several states and construct an enforceable non-compete. I suggest you go back to the attorney for guidance to ensur…
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I agree with those who have stated to tread carefully so you don't punish the receiving employees. And don't make too big a deal of this or the employees will wonder why you're so concerned. If an employee approaches you stating they don't want to s…
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I've seen recent discussions about this on other HR sites and it's definitely a protected activity, to the point that you should NOT have a policy forbidding, nor should you verbally tell employees not to tell others what their salary is. And most i…
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I'm not sure that I understand the question, but will provide the following in hopes that it will help. 1. At my employer, when someone is on LTD, they have been terminated from the company for all benefits, except the defined benefit pension plan. …
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Instead of sending out a mass message to all employees that they will probably not remember after reading it, why not simply post a sign on the microwave asking anyone who is heating up fish or seafood (aren't they the same thing?x:-/ ) to contact […
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It's not too uncommon for staff terminations to occur when the head guy departs and a new one comes in. The Board has oversight for your employer and probably the ultimate say in a variety of issues. Though this behavior is obnoxious, if it's not ta…
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You should use that info you stated as part of your justification for keeping a human HR presence on-site. That's all good stuff that shows your value that an outsourcing vendor can't provide. Prepare your proposal with that aspect in mind - that it…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-19-04 AT 08:06AM (CST)[/font][br][br]As I read the replies to your question, I wonder if we have a tendency to get a bit defensive about this topic? Outsourcing is a trend that's here and has been her…