Crout
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Comments
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Tell her that accomodations do not come after the fact and move on.
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Having taken a personality test a looooong time ago for a job collecting shopping carts in a parking lot, and when I reflect upon the "personalities" of some of my co-workers the test approved for hire, if I were you I would shudder at the prospect …
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How is this person's accomodation adversely effecting the business? At this stage of the game, AFTER the accomodation has been granted and in place, you had better have some concrete numbers to back up such a claim, rather than go on the OPINION of…
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I agree wholeheartedly that you should look for some means to separate the fakers from the Quakers, so to speak, when you grant a religious accommodation. However, I do not see the wisdom in brainstorming over how you can put the screws to a person…
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Try "Dude, it's not gonna happen."
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I don't work in manufacturing (although I would like to in order to round out the resume) but it looks to me like your production manager would have you adopt one of the worst aspects of a Union environment. It's a bad idea, and would only serve to…
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I would agree with Larry that this is not an ADA issue, however, I would only grant an additional leave if you have such a provision in your policy. If not, he can resign and re-apply when he gets back on his feet.
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I didn't see any data associated with the original post, so I can't begin to make a judgement that the behavior is "consistent" or "regular." And SWIPING is not TOUCHING, again looking at the original post. I guess in the modern world that VP shou…
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More like "California Syndrome." What bothers me is how employees have been taught to use the word "offensive" to describe every little thing they don't care for, as if it's a "right" to have their vision rose colored 24 hours a day. I'm sorry...I…
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I should have made my statement more clear. If the employee happens to tell a client that she refuses to provide bi-lingual services because of a pay issue, it could be seen by the funding source as a Civil Rights violation. Courts have held that …
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What would really concern me is if she makes a statement like that to a client your company will be in violation of that client's Civil Rights. The rest of it is just a financial decision, but unless you need her desperately I'd get rid of her toda…
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The reality is that you can dot all the i's and crosss all the t's and he could still sue your company. All he needs is the filing fee and a made-up story. So the best you can possibly do is put your company in the best position to win such a suit…
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Well, it's never an optimal situation when you decide to enforce the rules AFTER the FML, but that sometimes happens. Just make sure that you're doing it for everyone, and make sure that you are using progressive discipline as appropriate. If you…
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If you're not obligated to promote right now I would rescind the promotion to keep the Union quiet, but keep that person on the job as the acting-whatever until you can get better language in the contract. If the union took this to Arbitration you …
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I honestly don't think that "fading away" is the answer. Rather, you simply hear the Grievance, make a good faith effort to obtain all relevant evidence, then make the decision to sustain it or deny it. If your evidence is solid and your decision …
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If there were no witnesses and she isn't being fired then let it go to Stage 2 and then deny the Grievance. There's no way a social services union is going to spend the money to take a Written Warning to Arbitration.
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See, my thing is that if you let it get bumped up a notch or two and you re-evaluate at that point the Union wins. But as Don said, and I agree, you can't cave in at Stage 1. So I would advise to either write her up for something that WILL stick (…
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Is it a Union, or non-Union environment? If there's a Union involved, her argument may have some "legs," so to speak. Insubordination is usually a stated intent to refuse a work assignment, coupled with actually refusing to do the work. In other …
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Unless there is a State law covering this you are not required, and there's no way I would allow it. I've had husbands, boyfriends, mothers and lawyers try to sit in on disciplinary meetings and the answer is always NO because it's a company matter…
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I think that in the final 21 days we have everyone should finally do real profiles and include real email addresses in order to facilitate on-going communication. James may need a raise to finally buy that Montana vacation home, but we will not be …
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Discussing Worker's Comp issues: $0 Learning that smoll cam slam ray: priceless
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I gotta say, I'm not bothered by the occasional imposter. Seems to me Don can smell 'em a mile away. I don't have a personal subscription...my company already subscribes to the State newsletter...does that mean I'm out? I was thinking I could get…
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Hey, you're not talking about an employee who is a minor, (under 18) are you? Minors must have a 30 minute break (unpaid if you choose) for every 5 hours worked. They also can't work more than 6 days a week, 44 hours a week, and 8 hours in a day. …
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No. You don't have to give a lunch break, and if you do, you don't have to pay for a break UNLESS they are required to work while eating lunch.
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Is it a union, or non-union environment? We have a union contract (CBA) and it simply states that overtime may be mandatory as needed. If you don't have a union it's even easier. You simply tell the employees from day one that Overtime is mandato…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-24-04 AT 02:51PM (CST)[/font][br][br]I said it's the right thing to do IN ADDITION to all the good advice offered. I still think you'd be asking for more trouble than it's worth to deny FMLA to this …
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There is nothing preventing you from granting FMLA, which I would do because the deck is stacked against you with this situation. Moreover, it’s the right thing to do. I would also insist on adequate medical documentation for the leave, assuming t…
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If you have witnesses and they are credible I don't see how you can salvage your future daughter-in-law's employment. The comment made to the patient is particularly damaging and cannot be tolerated. But you should do as Don suggested and separate…
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What precisely were the "slanderous" comments? Did she say the when Dr. X wears a blue suit it makes him look fat, or was it something more substantial? My point is that the precise words that were used, coupled with the context of the conversatio…