Balloonman
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- Balloonman
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Comments
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Employee turnover or transfer requests are one objective way to measure issues in the department. If you keep getting transfer requests, it is not unreasonable to inquiry why the employees want to transfer. So then you have the issue of a technica…
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I have to admit, I was cautious going to a post from Don asking for a hug. Hey guess you aren't a heartless SOB after all. :-) Let us never forget HUMAN resources............. My $0.02 worth. DJ The Balloonman
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Does the law say if a company can prohibit weapons on their property? Fact is you are private property and do not have to allow weapons on your property. Now the law may be written saying you cannot prevent it, but unless that is the case I would …
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We have 2 sides to our business, new construction and repair. I have turned down job applicants on the repair side because of tatoos up and down both arms. It does not project the image we want, and because of our customer base we have had issues …
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Don D. is right on........the fact is it is not up to her to make this determination, it is the company that decides. The fact is the safety committee already has expressed their concerns. Your fear of another scalping is not unfounded, and is a h…
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Sounds like she abandoned her job to me. My $0.02 worth. DJ The Balloonman
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Wow what a nightmare, you might be better off providing the PDA's then you can have them turned in when employment ends. Of course if they also synch them with their home computer you cannot do anything about that and would not know. My $0.02 worth…
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Most likely you are. It is a company function. Just like the company may have liability if alcohol is served. Many a career has been damaged at events like this. MY $0.02 worth. DJ The Balloonman
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I am now in a business casual environment, would be hard pressed to go back to suits and ties. I long ago worked in a non-air conditioned manufacturing plant, and the CEO felt we should all were suits. I compromised and wore my tie into the office…
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Good points by all, the best point is from Whatever, DO NOT call home inquiring as to where the employee is. It destroys your ability to use no call no show as a way to terminate an undesirable employee. It is the employee' s responsibility to con…
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I would bring him in, and conduct a thorough questioning as to why he was out. Then if it turns out that the reason was a lie, no hospitalization, and it was dui I would terminate. However the employee did not lie to you the spouse did. Failure t…
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He won't make it a week, I have $0.02 to wager on that! DJ The Balloonman
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I realize I am late to the party but was out of town last week. DO NOT HIRE back. Follow policy, tell the supervisor, sorry the policy is clear. It will send a good message to all the employees, no exceptions. My $0.02 worth. DJ The Balloonman
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My policy states that any test that has been tampered with is considered a positive test result. There is only one reason the temperature was to low, they brought urine in with them for the test, did not have it warmed up to body temperature. Obvi…
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Was the alleged incident reported when it occurred or was this a very late after the fact thing? You have two options, you could record it on the OSHA 300 log, and if you determine it not to be a valid injury, line it out at the end of the year. O…
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SanDee, Send me some pics of these young ladies and I will be better able to give you input. Challenging area, had it bounced around in a previous life with one young lady that looked sexy in anything she wore, I was just glad she did not work for …
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Appeal it, he most likely lied as to the circumstances surrounding his termination. Outline the exact reason for the termination. Stealing from the company, or you can go the no call no show route if that is what you termed him for. Follow the a…
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Was there a witness to the resignation? We always try to get it in writing, but if it is verbal that does not change anything. I would prefer to have a witness, then I would document it as a memo to file. Tell them you accepted their resignation.…
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I can't imagine that anyone would not have a MRO as part of their drug testing system. This should be done as a matter of policy, as it keeps you from having to make any judgement calls that you are not equipped to make. The fact is, the false pos…
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You might point out to him that if he would have had good attendance he would not be in this situation, and that while in the short term it may make it harder on the department you are sure that by hiring a quality individual that in the long run th…
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Hey Don, you better get your second cup of coffee, you missed on the MD thing x:D My $0.02 worth. DJ The Balloonman
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You are correct it was what Letterman had. Sounds like they can be a real pain in the as*! x:D My $0.02 worth. DJ The Balloonman
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As you can tell from many of my posts, I don't have a problem with the termination of those who deserve it. I can't see that this guy deserved to be terminated for offenses that do no clearly indicate negligence on his part. Sounds like a retaliat…
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Plain and simple, when you have someone who is being this problematic from the start you should be thankful that they gave you an easy way to terminate them that you will not lose any sleep over. It is obvious that this employee will cause you noth…
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Well I have a pocket full of change today so here goes. First, it is not in my mind an employer liability issue. Most employers are being smart about it and limiting travel to areas where this is a significant issue. If you do that, you really ca…
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HS, you are assuming he has emotions, remember he is HR. ROFL My $0.02 worth. DJ The Balloonman x:D
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Follow the CBA, and wait for him to screw up, he will then step by step you go till "BAM!" he is terminated and there is not a thing the union can do. Use the contract they agreed to, he does not sound to bright, should not take him long to get him…
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First off, you would have to know the individual in infected with HIV. Most likely, and I could be wrong, if they have AIDS, they will not be able to work as that comes after HIV and usually results in death. I am not 100% certain, so please be ge…
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Of course Don, regardless of what the OSHA standard says you must apply common sense with hearing tests. I had an individual who had a blues band, he was 60+ had CDs out and everything. By OSHA standards he should have had a threshhold shift, but …
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I am gonna sound like a heartless one but.......he has failed to even attempt to get the CDL, and seems to have a poor attitude. If he does not obtain it in a month, bring him in, and terminate him. He failed to live up to the agreement, and based…