Crout
About
- Username
- Crout
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
How about..."Pork, this is your heart talking...do us both a favor and eat some vegetables for a change, will ya?"
-
You either trust your EE or you don't, and if you don't then why did you promote him in the first place?
-
Not so fast with your apology, Don. The new regs are not yet in place, so the old way of doing things is the way to go.
-
Our incentives are somewhat reminiscent of Kissinger's memories of working in the Nixon White House where "the absence of criticism was a compliment."
-
As I say ad nauseaum, since all I would need to sue your company tomorrow is the filing fee and a made-up story, that fact alone should never influence a business decision. And standing alone, a PIP is not sufficient cause for a lawsuit because the…
-
I DON'T SLOUCH!! I SAUNTER!
-
I disagree. You're putting the cart before the horse. FIRST you investigate, and THEN you decide the validity of the charge, not the other way around. Hey, don't get me wrong. This looks to me like the EE was being a tad overactive, BUT you cann…
-
For HR purposes, it is irrelevant whether or not the manager's actions were harassment or merely bad taste. It is the duty of HR folks like us to take a complaint like this at face value and investigate to determine the validity of the charge.
-
[font size="1" color="#FF0000"]LAST EDITED ON 05-12-04 AT 12:55PM (CST)[/font][br][br]I would hestitate to let the EE know what specific action was taken. #1...it's a confidential matter between the company and that manager and #2...it implies that…
-
A vest is completely unnecessary....I only go for head shots. This might be a good time to propose what I call the Top Bellrose standard, taught to me by a Marine Corps Master Gunny Sergeant about 30 years ago. Top would put his hand on top of you…
-
>Can dreadlocks become business mainstream? They >probably can. The slippery slope here is that by the time that happens, the trend will move on to something else, and so we are right back to square one. The only point of view that mak…
-
Hey Dash, God made you without clothing as well, however there's been a general consenus down through the years that clothing is mandatory in most business environments, depending on the business of course. I'm not saying that dreads are unacceptab…
-
moll's assertion that having a dress code could violate an individual's rights....I think that's crazy.
-
I'm sorry, but that's just nuts. There is no "right" to a particular hairstyle. Go look it up if you don't believe me. However, if a company establishes standards for hair and then only selectively enforces the policy that's a whole different bal…
-
Would this be a bad time to re-visit the whole State/Confederate flag thing? KIDDING! KIDDING! I agree with DJ. This one's run on too long. The question was answered long ago.
-
So you're saying that your boss is going to fire people who refuse to provide their FULL medical histories back to 2000? In spite of the fact that they already have to provide an FAA exam. Is that correct? Hmmmm, the legal ramifications here coul…
-
We require a doctor's note for any absence over three days, or if a pattern of absence exists, e.g. the rabid pro football fan who takes a sick day every Monday during the season. If a pattern exists we require a note for every absence. As to the …
-
Why would you even file the email, unless you mean in the circular file cabinet. This is a non-issue.
-
Kathi, I don't know the culture of your office, so you have to take this with a grain of salt, but it looks to me like you're taking on too much of a Management role with this person. You've indicated that you're going to have a talk with her manag…
-
I agree that she should be terminated. I'm not usually into the "what if" scenario, but if it was YOUR infant she was holding how would you respond? Also make sure you check the time stamp on the video. That will tell you how long she was dozing.
-
This was proposed as a way to save some money. As I said earlier, we are mandated by law to perform criminal background checks on every new employee. Those laws carry a list of convictions that can bar an individual from employment. The law also …
-
No, you don't have to pay the full two weeks, BUT if you don't, the resignation will become a termination and the former employee will be able to collect Unemployment benefits.
-
Gotcha...thanks!
-
Why must he receive a release from a military doc? Why can't he just get a signature from his physician (or a company doc if you have them) to go back to work?
-
No, not necessarily. It can depend entirely on your job responsibilities. A secretary is not the same as a person who drives a forklift.
-
I agree with the other posts. Since you never fired him it's just like he was at home, had a heart attack and died. Very simple really.
-
Allow me to assume my evil-twin persona just to offer a different view for the heck of it. There is an opportunity here for your personal advancement. Please don't misunderstand my intent: what little I know of you seems to indicate that you're fa…
-
We sort of split hairs on this one and say that only someone fired for misconduct is ineligible for rehire. A past, poor performer can be considered, and we have had some people come back who were essentially "square pegs in round holes," so to spe…
-
Are these non-exempts who punch a clock? Do they punch-out when they go on break?
-
Good advice from all, but I'm just wondering what FD could mean....Funeral Director?