Crout
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The "B" stands for "Brand." This was something of a trivia question.
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Interesting thread. For Union EE's, our CBA stipulates the first 4 months of employment as a "Probationary Period". An EE can be fired for any reason or no reason within that time without recourse to the grievance process. Once the Probation is s…
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Hey! I would NOT say that!! I'm sure we'd have SOME left.
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Not having an arrest record myself I'm not sure, nevertheless, the guy was in his 30's with a family...it hardly qualifies as a "youthful transgression." And it's illogical for the sins of one man to serve as an apology for the crime of another.
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How ironic that this thread started about a DUI and ended with a slap on Democrats when the current Prez is the first to enter office with an arrest record....you guessed it...a DUI.
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Yes, it's discrimination, but is it illegal discrimination? Here in Philadelphia the answer would be "yes" since Philly has a law that says you cannot discriminate based on familial status. I'm guessing that SC is different.
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Your 90-day probation period isn't a magic shield against anything, but if I'm reading you correctly, you're worried that your kind gesture could be interpreted as evidence of foul intent. The thing is that could happen anyway without the severance…
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Good for you, Laura! It's about time you got a break. Well deserved.
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Thank you kindly, James. I will keep a copy, although why someone would steal a pic (especially my mug) is beyond me.
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I wish. If only you guys were closer to Philly.
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I agree with the above, and I'm sorry you're going through this. Keep in mind that it's not being a whistleblower so much as what you blow the whistle on that could offer you legal recourse.
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Jeez, there's no need to run and hide if you make appropriate selections based upon background and qualifications. If you were not involved in the selection process, that's what you say. If they press you for a contact name you say you won't give …
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Your problem is that you are emersed in an environment that teaches and promotes poor management practices. Your solution is to do your homework, find a set of princlples and practices that are well grounded in HR and scratch and claw your way to c…
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Linda, aside from the usual stress relievers (I life weights, play golf, ride a bike occasionally, and drink my butt off by my brother-in-law's pool on the weekends) I think it's healthy to look around for a new job every now and then. I find that …
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- "My advice is to drink heavily." - "When the goin' gets tough.................the tough get goin'" Bluto Blutarsky
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Try "Okay, I'll note your denial, meeting adjourned" Then decide upon the corrective action and inform the employee. Are you expecting that the employee is going to stand up like an adult and take responsibility for his/her actions? THAT would sh…
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Don is absolutely correct. I would only add that if you're paying for TIME instead of milage, AND a couple of hours of sleep time, unless you require highly experienced drivers with great safety records, you will NEVER have a problem hiring all the…
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And he/she might find a new job while the timetable plays out and move on.
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First, if you are going into arbitration you should engage a good labor attorney and run this situation by him/her. But I would probably tell them that you are prepared to disclose the sheer numbers of employees, who were suspended for similar offe…
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Didn't he take like 25 drug tests in the last year and a half with clean results? I'd say he proved his point.
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I would submit that their actions speak much louder than your words.
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> If you fired her for >filing, if you demoted her for filing, if you >created a hostile work environment for her for >filing - then you're looking at retaliation (if >your state even addresses this). And just how would thi…
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Labor Relations 101 says that policies and procedures need to be effectively communicated to all the relevant employees, who are then held accountable in equal fashion. It hardly gets more basic than that. So it is not sound practice to label an a…
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And what marc suggests is fine, so long as other employees are treated the same, but I'm guessing that's not the case. You say it's not retaliation, but dang, it sure looks, feels, and smells that way. You want to hold this person accountable for …
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Does your state have an anti-retaliation law for emplyoees under WC? If so, I would be cautious in carving out a separate policy for this one individual. I'm assuming, of course, that you guys don't routinely take an "aggressive stance" with other…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-31-04 AT 12:56PM (CST)[/font][br][br]Unless you're a public employer, fire the guy who is refusing to follow the directive. Okay, I was grouchy when I originally posted this, so maybe firing him is…
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I agree with Shadow. You can simply explain to the applicant that a mistake was made and that you've decided to allow him to compete for the job again. Then send him the documents, allow him to explain, and make a decision. You still don't have t…
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In re-reading the original post, what I can't figure out is the gutless CEO. Don's correct in that it would not be "best practice" to carve out a separate policy for the EE in question, but if the CEO wants it done that way then the ahole superviso…
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Here in Philadelphia it would be illegal discrimination to deny that person a raise based upon her marital status.
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Her termination WAS for gross misconduct (she abused a client), so how does that fact mitigate her claim to the bonus?