Crout
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Yeah, I have a war story that happened about 5 or 6 years ago. My company (non-profit, human services) merged with another company in a different part of the state. As part of the transition process, I would work a few days a week at the other off…
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When you say "projects" do you mean that this person is a contractor of sorts, or is he/she a FT/PT employee?
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Beagle is correct. The other issues are spearate, however, if she has no PTO on the books you are under no obligation to pay her for the day. I would allow her to take the day without pay...and let the other issues proceed on their own merits.
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Beat it from the other side so it evens out.
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No, I would not allow it in the workplace because as a statement it hits on topics such as politics and religion, which are inflammatory and could be viewed by co-workers as offensive. And the fact that it's in an area that's not well traveled is i…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-02-03 AT 08:21AM (CST)[/font][p]Hatchet, in regard to Leslie's scenario, wouldn't the "work week" in question be the work week designated by the company for the purposes of FLSA, and not the schedule …
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Will the suspension be unpaid? Did the Supervisor work during that week? If so, then a one day suspension could jeopardize his exempt status. Disciplinary suspensions for exempt people should be for at least one week.
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"Preventive Stratagies" I like it!
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I think that if you cave in and violate your own policy just because the guy ran his mouth about lawyers it will only encourage him. So long as your policy abides with the law I would follow it.
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As with so many other things in HR it's really a judgement call based on specific circumstances. I think I would treat a rapist diffently than a thief, wouldn't you agree?
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You made a mistake when you lied, but I don't think she has any basis for a suit, so long as the RIF was sound.
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You could avoid the whole issue by telling the Union that the company has decided to simply enforce the policy as it exists. Whatever additional documentation you require from your supervisors is none of their business.
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Ok Don, where's the rest of the story? You left out the part where you had a pistol held to his head as you asked the questions....or maybe it just seems that way.
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I was one of those folks who gathered some material, studied a little and took the SPHR test last May, assuming that my experience would pull me through. Missed it by 7 crummy points. So this time I'm being a little smarter and taking an HR certif…
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A paper trail of memos and emails to specific decision-makers is your best defense that you have been doing your job. I hope that today is brighter than yesterday. Take care.
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Paul! That would be cruel (no question) and unusual (for sure)
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[font size="1" color="#FF0000"]LAST EDITED ON 09-25-03 AT 08:34AM (CST)[/font][p]Yeah, I wouldn't be hugging Gordon Jump anytime soon. I would also be very interested in knowing how he found out about her upcoming surgery.
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She's gonna do what she's gonna do. Make sure that you do a thorough investigation, document her actions and wait it out. Most likely she is simply angry and it will come to nothing, but you need to be prepared. In the future you may want to cons…
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When he conducted a meeting on company property and took official action by rearranging schedules, he effectively made it a company issue and should have alerted someone in his chain-of-command. He also made a mistake in bowing to the wishes of the…
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Fire him immediately. Now it's 22 to 1. Keep in mind that's probably not the only money he's taken down through the years.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-18-03 AT 11:22AM (CST)[/font][p]I'm still trying to figure out what legitimate claim Shadow's nurse could have, and how it could get to a jury. I think there's a back-story there we're not privy to. …
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I disagree with Larry that your company has a "duty to report" this incident to the police, as a public school would, UNLESS you see a crime being committed right before your eyes. Your company must, however, take action of some kind, which should …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-16-03 AT 12:05PM (CST)[/font][p]So, the Owner's brother is the pincher? As Rockie indicated, your company is liable. My advice would be to get the Owner's brother off the property ASAP, start your i…
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I agree. I don't see the connection between employment law issues and personal notes about customers. While it would be entirely possible to sit around and brainstorm scenarios, to say that there could be imminent legal ramifications for these not…
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You answered your own question when you stated: "employee voluntarily decides to term employment." Obviously not a constructive discharge.
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Shoot, tell him he's not invited to the meeting because of his lack of professional demeanor, and assign him elsewhere during that period of time. When he squaks, use that moment to teach him some tact. There's no way I'd be hostage to a loud mout…
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Did he resign or not? If so, then he probably won't get Unemployment. In regard to his records, I would follow the state law and nothing more. If it's anything like PA he's not entitled to anything since he is a FORMER employee, UNLESS you are pr…
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By letting her go early you negated her resignation.
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Hmmm, that's really interesting. My gut response is to tell you that you'd better believe the union would use your kindness against you in the future. However, I'm wondering if your suggestion to in effect create a sidebar agreement to protect you…
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Send an email to gillian2 requesting information. That's your best bet on such short notice. I also have some things in hard copy, which I could fax to you. Let me know.