Crout
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What is an "OCI volation?" And if the customer is not an emmployee, what the heck was he doing sitting in a meeting with your employee? All that muddy water aside, you clearly must investigate the complaint BEFORE you make a determination that it…
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Tension does stink, but tension or not I don't see how you can take any fair, reasonable action until the police complete their investigation and make a determination. That's why you must keep calling them to find out what progress is being made. …
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>We are not trying to judge him or discipline him >at this time. We are only concerned for him >personally and the possible safety of our >workers - if there is even a threat. Of course you're judging him. Unless he came to yo…
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You never made clear what his performace issues are. Is he often tardy or absent? I get the impression that he is in sales and that he is doing well...is that correct? You mentioned that he is flexing his time...is that allowed? Is he violating …
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Hi Karleen. If you're allowing that kind of flexibility it must be for a good reason, and I'm guessing that nurses in Winner, SD might be kind of hard to come by. If I'm right, getting rid of the flexibility might cause you more problems than the …
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We would require a subpoena, but only because the issue is specifically addressed in our CBA.
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You mean you proposed the idea and THEN did your homework? I hope one of the lessons you take from this is that shoot-ready-aim is never a good practice.
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I'll say this one thing one time and then shut up. Pork, all you've got to do is read the actual medical form. I can fax one over to you if you'd like. It clearly states what I've said. I've always known you to give out very good advice. I have…
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And for the record, just last Thursday my blood pressure clocked in at 132 over 70. Not too bad for a guy who remembers black and white television with only three channels.
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Pork, you are absolutely correct, but ASKING is not TESTING. In other words, when you get your medical certification for your CDL, the doctor ASKS you if you have a history of substance abuse, or have ever received a clinical diagnosis of alcoholis…
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I am holding in my hand the Medical Examination Report for Commercial Driver Fitness Determination for the State of New Jersey (RA-4) Part 6 of that report deals with Laboratory and Other Test Findings. It clearly states that a urinalysis is requi…
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You're talking about Jersey, right? They ask the driver on one part of the exam if he/she has a history of drug use, but beyond that there is no testing for drugs. A P-test is done, but they are only looking for protein, blood, or sugar in the uri…
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If you are obligated by State regulation to conduct background checks, you might include a blurb on that as a preface to your statement. Just a thought.
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AJ and ray are correct. Moreover, if you are a public employer, you could be sued (Civil Rights violation) for taking adverse action against an employee airing views about a candidate. There's no need to establish any kind of policy beyond what yo…
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You should call your Dept of Labor for clarification, however, as a general rule it's never a good idea to mess with wages. Yes, by all means you need to hold employees accountable, but you should be using your established disciplinary policies and…
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Sounds like "whisper down the alley" to me. I wouldn't put too much stock in second hand information. Yes, you can change your policy, but do it in as fair and reasonable a manner as possible, and make sure that you effectively communicate the cha…
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Just make sure you get those TPS reports in on time and you'll be fine.
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The person who calls the candidate to schedule him/her for Orientation obtains the DOB, and we then run a State Police Clearance. The key thing is that the information is obtained post-offer, and not part of the screening process.
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I would also try your State Department of Labor, or whatever they call it down there. They generally keep wage statistics on various occupations.
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I would make a distinction between EE's who were let go for performance issues (such as attendance) and people who were let go for willful misconduct.
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The answer is yes.....you can a note from a doctor stating that you were one of the Beatles..you just have to find a doc who will do that...and that's not too hard, depending on where you live. First, go back and look at Pork's last post off your o…
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I think Pork meant that potential employers will often send you a release signed by your ex-employee, and so that coupled with a FACTUAL statement would probably protect you.
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She can't make a complaint and then dictate the best way for you to respond. That's your job. Once a complaint is made the ball starts rolling down hill on it's own accord.
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They have every right to insist that no one may smoke on their property. Just make sure that the question is not asked during the interview, and also make sure that new hires are fully aware of the ban.
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If she refuses all offers of assistance I would immediately order her home.
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If there is no documentation of her past performance issues, then you should start from square 1 and build a file, UNLESS she does something so outrageous that progressive discipline would be inappropriate. Do you normally terminate or suspend folk…
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I assume that you're worried that the arrangement would somehow jeopardize the status of the non-exempt lead employee. Don't worry about it. The Wage and Hour folks are concerned with people who are classified as exempt, but who perform non-exempt…
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To my knowledge, NJ does not have a law that addresses this, so whatever you have in your CBA would be the standard. If your CBA is vague on the topic, then you would fall back on past practice to determine the standard.
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Hey wildy, I hope you know I was kidding. Your post sounded tense.
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Uh, why do you need an outlet? Are you saying that you guys can't even pump that thing manually? Jeez, Louise. So the poor employer has to provide electricity too?!?! My, God, where will it end?