Crout
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I celebrate (hic) New Year's 24/7/365.
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Tina, from what you added, it certainly sounds like the BO is a symptom of a much larger problem. Even if you do not have an EAP, you can still start a dialogue with him, and try to find some resources for him to tap into. I would start with the V…
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His supervisor should have a frank discussion with him and let him know that his body odor is offensive and that you expect him to report for work clean and odor free. If the behavior continues, start the disciplinary process. I'm curious as to wh…
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The Ministry of Music? Are you in the UK? Just kidding. The answer to your question is "no."
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So I'm guessing you had something to do with the lower Comp and increased retention...correct? Or did it just magically happen? It's a for-profit company, so you also need to know how they're doing financially with all that expansion. Also, did y…
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Kind of confusing based on your statements. You stated that she was replaced by a cheaper, more productive employee. So are you laying her off, or firing her for her attitude? If she's been written up in the past for the same behavior, go ahead a…
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I would say that the biggest change is in education. A LOT of us who have been in this field for a few years started out in a different direction and sort of ended up in HR. There are now more and more people who are grauduating with a degree in H…
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The idea is that if you make them come out to your business they will make it worth their while. So they will look at anything even remotely relevant. Unless your records are completely pristine and in order, (which never happens) you WILL be payi…
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Typical IT worker behavior. Some of those folks just can't understand it's not 1995 anymore when companies were putting up with all kinds of nonsense in order to keep their IT people. I would confront the worker directly. Ask her what her intenti…
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What she should have done is call PA UC from Virginia and simply apply over the phone or even over the internet. If she is awarded benefits and you appeal you would have a hearing at the UC office as you normally would except the UC Referee would c…
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No problems that I can see. Just have your write up in order, highlighting the excessive absentism and tardiness issues that you mentioned earlier, and give it to her at the first opportunity. When you say "feisty" what does that mean? If you thi…
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I agree with DJ's second option.
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There's nothing in the contract that governs this. This is a protocol that I inherited, and really was just an honest mistake by the supervisor, but I can't see this as a rationale for rescinding a discipline. I just wanted to make sure that there…
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Oy vey! Who monitors that? I can just hear the crazy arguments coming from employee X who was hired on 4/13/1998 and employee Y who was hired a day later.
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Why get involved in any kind of men vs. women nonsense? I would avoid the issue altogether and simply designate a certain number of spaces for patients only....and then make sure you enforce the restriction fairly.
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What I suggest you do is fax over a copy of the note and simply request verification that the note and signature are genuine. If the doctor's office does not respond, assume that the note is fraudulent and initiate your normal procedure with the EE…
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Sound like the Ops Manasger was being a little jerky and could use some coaching, but unless he was calling the EE a little #%!#$&$!$#$! so-and-so, I don't see the exchange as "abusive."
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GLC, what is unbelievable to me is your choice of doing nothing because it will turn into a bigger "mess." I'm curious as to what you mean by "mess." HR professionals are called upon every day to clean up messes. That's what we get paid to do. T…
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Give him the information. What's the big deal? You're an HR professional, not a fortune teller.
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I would deny the request for time off, citing her excessive absences/tardiness as the reason. Tell her up front that if she calls in sick anyway she'd better have a doctor's note and let her know you will be verifying it.
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Linda, when times are tough just think how close you live to Door County. I had to fly halfway across the country, and all you have to do is drive a few hours.
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Adding to what Don posted, I DID have a receptionist sign for a subpoena for me that pertained to her own court case. Guess what she did? She tucked the order right into her pocket and I never knew about it until I received a letter threatening me…
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I wish I could help you, but the fact that this kind of stuff falls into HR's lap just drives me up a wall. I think I received the best-named award ever at a company function over 10 years ago. If this is too profane I apologize in advance, but it…
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So I would say that since you like the NFL, you are definitely NOT metrosexual....you got too much testosterone going on.
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Shadow, a metrosexual is a guy who likes decorating, shopping for antiques on the weekend, doesn't get all that hoopla with the NFL, but exclusively likes women. It's a social term not a legal term.
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Yes, here in Philadelphia (the city of brotherly love...snort) the "regular" EEOC protections have been extended to include protection against discrimination that's based on one's sexual or affectional preference or orientation, and familial or mari…
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Attending a meeting and receiving information on a charitable organization does not violate any religion, but why even go there if your manager was wrong in the first place? Make the meeting voluntary and save yourself some problems. On the other …
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I would investigate the taping and if I had solid evidence I would immediately terminate that person, then sit down with the other three as marc suggested.
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If it's an issue of critical skills, could the EE really have taken a promotion six months ago knowing that the job was undervalued by 45%? Stranger things have happened, I guess. That would represent a bad decision from both sides of the coin....…
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An amazing coincidence, but I also "need" a 45% increase. Go figure.