Cheryl S SPHR
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- Cheryl S SPHR
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Never heard of it until I read your post. We have several forms of employee recognition, but most are individualized to the employee and not an overall employee appreciation day.
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We "ask" that employees stay in their current position for six months before asking to be considered for another position.
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Absolutely get this person in touch with a mental health professional. In South Dakota, we have community mental health centers (non-profits) that serve all areas. Do not assume just because she is giving notice that she will not do it. If I were…
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We are a bank as well and use the Atlanta firm mentioned above in an earlier post. IMHO, it is very worthwhile -- I would not want to write the plan myself -- the narrative isn't too bad, but it's all that statistical analyses that would throw me. …
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I'm hijacking the thread a little, but have you considered changing the name of your party to something other than Christmas Party out of respect for those who do not celebrate Christmas?
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Hmmm, lots of food for thought. Thanks for the feedback!
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I have never used such a software but have been contemplating try to find something as well. I recently got a mailing from a company called Strategix Performance about such a software, but have not looked at the demo yet. I too would be interested…
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Just an FYI -- SD is an at-will state, so it's not us that doesn't recognize it!
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Come on folks, let's stick to the topic at hand and see if we can help. Remember -- we were asked to use a different thread for concerns on the deleted messages.
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Thank you, Tony, for getting us back on track. Here is my two cents worth on the original question. I add my apologies to Java for attacks on his/her credibility. Would it be appropriate or possible to visit with this employee and let him know th…
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SHRM posted an article entitled "Continued at-will employment is sufficient quid pro quo for noncompetition agreement" in April 2004. It was based on an Ohio Supreme Court decision -- Lake Land Employment Group of Akron Ohio v. Columber, 101 Ohio S…
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We use it as part of our application process and, for employees, as a coaching tool. I view it as "one piece of the pie" in hiring -- not as a tool to screen out. It does provide useful information and is easy to administer.
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Your prepared letter can be simple: TO: FROM: SUBJECT: Resignation DATE: Per our discussion, I am resigning my position as (TITLE) effective (DATE).
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[font size="1" color="#FF0000"]LAST EDITED ON 05-09-05 AT 08:13AM (CST)[/font][br][br]I assume she is asking for a COPY of her file. Because we carefully control what goes in an employee's file, I would be comfortable giving it to her. However, I …
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I would appreciate that as well -- thanks.
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I would greatly appreciate that -- please fax to me at 605-224-7393 and THANK YOU!
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In a previous life, I was also an ADA Coordinator. Here is what I suggest -- if you publish notice of the meeting (to your staff or a public newspaper notice), you may want to include a statement to this effect, "If accommodations are required due …
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I haven't heard of this one, but would also be interested in knowing more about it. Do you know if this was before or after the reg changes last year?
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I am the HR person in a bank as well. First, I would say you need to familiarize yourself with the Fair Credit Reporting Act (FCRA). If you have a compliance officer, he/she may be able to help you. Employer reports should not contain a credit sc…
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I quit wearing heels years ago. I am at the "sensible shoes" stage (or age?) of my life! Thanks for the advice...
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I'm leaving tomorrow. Will make sure SDDCHR gets to some of the sessions! My spouse is going with me -- a group of us has reservations for dinner at Pascal Manale's -- please tell me the food is good!
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By all means, take a close look at the FMLA. Although this situation may qualify, the employee herself also has to qualify by being employed for a minimum amount of time and hours. Don't assume she is FMLA protected without going through the steps…
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>The only way to >trap and fire HER may be to enlist the aid of >the police and have them 'sting' HER. Don -- Her? You're assuming, aren't you?
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I am working on this as well for our bank. If anyone would be willing to share what they have that would be great. E-mail: [email]cheryl.stone@bankwest-sd.com[/email] Thanks!
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Let us not also forget this could be clouded by FMLA if he and his medical condition qualify.
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I found this great book recently on the American Management's web site -- you can download it in electronic form. It is called The Rookie Manager. It looked like a wonderful resource for basics on supervisory/management topics. I think you could …
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You may want to turn any records or documentation over to law enforcement in case this does not take care of the problem. Some states have units that handle cyber crime.
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We are a bank with 200+ employees. Payroll was done in HR until last year when we moved it to Finance. Our HR Specialist in payroll/benefits works closely with them each pay period. We use ADP to cut the checks. This set-up has worked fine for u…
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I am in banking as well. We get a salary survey that is data from banks in our state only. It is very helpful. You might check with your state bankers association to see if they are aware of one for your state. We do have to purchase it, but it …
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I am with a financial institution in Pierre, South Dakota. Unfortunately, I will not be at the state SHRM conference, but wish I had the opportunity to meet you. Enjoy our fair state -- what we don't have to offer in culture and shopping is made u…