Crout
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Don't forget to stop in at Hog's Breath...and take some panties along to stick on the ceiling.
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I agree with Pork. You must also understand that no matter what you do this person will be able to get an attorney to sue your company. So don't let that fear be your sole guiding light. Was she making her goal before the FMLA leave? If not, was…
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What does the "possibility of harassment" have to do with his drinking? Where is the connection of favoritism and his drinking? Based on your post, I don't see a need here to be proactive. Monitor his performance as you would with any other emplo…
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Nothing should be duplicated in the HR file. There is just too much confidential material in the HR file to have copies floating around. If you have CBA at your place of work the matter of confidentiality is usually in the contract. This is a sor…
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You're absolutely correct: I have no idea what it's like to a 25 year-old, attractive female. However, I do know what it's like to be "the new guy," and yes, I heard the same stuff: "he's young," "he'll learn," "he's a little naive." and it bother…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-04 AT 11:37AM (CST)[/font][br][br]Not that you're in the wrong field, but perhaps there are other aspects of HR that would appeal to you more. By your description, it sounds like you're in Employe…
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Marc, we're also a non-profit, and use many interns in our Behavioral Health division. This post is interesting because I've never thought about the WC issue before. The interns are unpaid, so I've been considering them as non-employees, so to spe…
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It sounds like your head is telling you "no," but the greedy part of your head is telling you "yes," (I'm guessing the compensation is attractive, while UC is usually not) So my advice is go with your head....wait that's confusing you more. Honest…
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Carrie, I think there's a lesson for you to learn in all of this.....NEVER.....under any circumstances...NEVER locate a business in California.
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20 years or 20 days does not matter in this context. An employee can go bad performance wise anytime. Two days ago I recommended the termination of our Maintenance Supervisor after 18 years on the job for stealing company property worth several hu…
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Years ago my nine-year old son was sick and when it looked like it might be cancer we were shattered, and so I mentioned it to some people at the office. One of my employees offered to include him in her prayer group. Take offense? My attitude wa…
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Constructive discharge is applied within the context of a Title VII claim, and there is nothing like that implied in the original post. Further, the situation defined by the poster does not seem to rise to the level of an adverse employment action.…
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#1 Whoever allowed that kind of language into your contract should be fired. It completely undermines Management Rights. #2. You can argue about that language all day long, but it appears that the precedent has been well established. #3. You have…
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No lawsuit, but lots of potential residual issues. Aside from the morale problems, the employee could blame the next bad evaluation or disciplinary action on the fact that he/she complained about the "forced" prayer.
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A "cry for help?" Sounds like it's a cry for your company to establish a viable D&A policy. The employee should have been sent for testing. In regard to the other issue, someone in her chain of command should have a private conversation with …
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Lisa's right. A COO sounds like it would fit the bill, HOWEVER, you really need to do a bunch of things, like develop a job description for example, before you start batting around titles
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In my company it's no problem at all. Even though I report to the COO, who is a MAJOR bean counter, she's kind of like an HR person with a math brain. The other bean counters are all wimps with big, thick glasses and pocket protectors and I can wh…
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But impossible in our business, Denise.
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As far as the regs go, there are no special carve-outs for non-profits. Our industry is just like any other industry and the same rules apply. The big problem that I've seen in NP's is the tendency to use so-called "contractors" who are treated th…
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#1 There's no law against doing this, but it's not the best practice and I think you're wise to use a "real" EAP. #2. I don't see how your therapist's license could be in danger unless he/she has done something inappropriate in the course of p…
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Looking back on the original post, I'm wondering how this rises to the level of Sexual Harrassment? It's obviously offensive behavior, but how is it Sexual Harrassment?
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Or maybe that employee is HIGHLY motivated to be productive, takes overtime whenever asked, and is generally focused on his job because any disruption in the garnishment could land him in jail for contempt. It is unfair for you or anyone else to ju…
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A lot of this hinges on the definition of a "prayer group." All the prayer groups I've ever attended were essentially Bible study groups, and anything BUT quiet. When the Spirit moves people they tend to get a little loud, and yeah, a big part of …
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"Off the clock" means nothing. If you are allowing the meetings on your property you are giving approval to the meetings. This is a can of worms you do not want to open.
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Oh yes, I agree with your example, and have done similar things, but my thought was that the "rules" are different for upper managemant types, as I assumed the EE to be from the original post. My experience has been that the higher up you go with d…
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>Public knowledge of discipline is often >desirable, the old deterrant effect. Wha? I agree that such public humiliation might motivate someone, but it depends on whether you want to retain the employee or not. If you want to salvage …
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>It gave the appearance that >he'd not been actively participating in life for >15 years!! Uh, no offense, Denise, but he really kind of wasn't...the lucky stiff.
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It was a mistake because as the other posts indicated, there were far better ways to handle the situation. But was it illegal? No. His arrest was a matter of public record and as long as you told the truth about the situation you would prevail if…
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Your information is hearsay and if you run to the PD you will put your company at risk. Officially you should do nothing beyond advising the EE who came forward to contact the proper authorities. Unofficially, if I were in your shoes I would file …