Crout
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Notice that jmpmo said "yet." Hey, I have been known to enjoy my share of Happy Hours, but I would put a stop to the emails. It doesn't matter if the person who sent the email is not an "agent" of the company (which I also disagree with, but the w…
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My friend, in addition to all the excellent suggestions, I leave you with two words: "vodka martini,".....and even though it's French I recommend Grey Goose.
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I don't see how the unwillingness of the courts to enforce non-compete agreements makes this guy bullet-proof. The original question was CAN they legally fire him....not SHOULD they fire him, and I think the answer is yes, agreement or not, UNLESS …
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If it looks like a duck....
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>ADA does not preclude someone from peforming the essential functions >of the job. If he has to be there on time and he can't he needs to >find another place to work. I'm no legal expert but being to work on >time is generally a…
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Are we to infer that this was a D&A (Drug and Alcohol) policy violation? In general, discipline is never as cut and dried as you implied in your post. There should not be formulas that mandate a specific punishment for a specific offense becau…
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I think that it would be a bad idea on a few levels, and have never heard of this within the Human Service realm. To begin with, you ideally want to attract top-notch therapists to better serve your clients, and implementing such a repayment system…
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Where did the money for dependent coverage go? Did it go into his pocket, or to your insurance carrier? If it went to the carrier, I do not see how your charge of "theft" could uphold his termination.
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You could try this site. [url]http://www.archives.gov/facilities/mo/st_louis.html[/url]
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Don, you could try this site. [url]http://www.tfvideo.com/programs/meetingsbloody.htm[/url]
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> It hasn't been a problem, and we don't want >to stop it, but in doing a risk assessment, I thought it should be >addressed somewhere in our policies. What do you mean by "addressed?" If your company does not want to stop the prac…
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> I spent 5 hours with a female psychologist during my round of >interviews for this job two months ago and can certainly handle a >Tennessee lawyer with or without a jug of 'shine'. I agreee, but for my money the jug of shine would …
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You could also check usajobs to see what kind of differential the US government pays for it's employees in CA.
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IF.....I say if you've documented the process you described in your post, it sounds as if the only thing left is termination.
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Something like that should not have been your call. It should have fallen to the department head the contractor was working for, with your input. It's a judgement call either way. On the other hand, it's great for you that your company invests th…
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And guess what? It happens all the time in the military anyway.
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The myth of "at-will" again rears its ugly head. You should really go through a documented process that could include some training and discipline before giving this person the ax. Keep in mind that if your big concern is morale, simply lopping of…
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Did you not specifically ask him if he was taking a narcotic? Did he not say "no?" So I guess he's not taking a narcotic. Problem solved, unless you're willing to delve into hearsay, and unless he is demonstrating through observable behavior that…
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If you fire him he will probably be able to collect UC benefits since nothing he did constituted willful misconduct. Can he just take time off that he doesn't have? Check your time off policy. If he has to request time off you can tell him that h…
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You're kidding, right? Your senior managers actually want this person to manage janitors so he/she can be classified as exempt? Holy Screamin' Eagles. Go ahead and pull the material off the DOL site and try to get those idiots to change their min…
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If she doesn't supervise anyone she should not have the title of "Director." Rather than wasting her time with janitors, it makes more sense to me to change her position title. It sounds to me like she would meet the test for Exempt Professional. …
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-03 AT 10:30AM (CST)[/font][p]I agree with MACE. If his status is so clear, where is your dilemma? All you need to do is obey the law.
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When you counsel her try to have a female supervisor present.
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Just one thing: for God's sake don't ask anything about pants!!!
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According to my handy-dandy copy of the "Inspection of Employment Records Law", Act of 1978, "an employer shall, at reasonable times, upon request of an employee, permit that employee or an agent designated by the employee to inspect his or her own …
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Nina, it sound like your problem has been solved for you. You merely need to delineate the different benefit levels in the handbook without attaching a specific level to any position class. That leaves the CEO free to "bump" a new hire up to a hig…
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The problem with your mandate is that Quality is a process, NOT simply a policy. To think so is to think that you can treat people like gasoline engines....if you want a higher output you just put more pressure on the pedal. Real Quality improveme…
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I can see the Management point of view with wanting to move this guy on, but they may have put the company at more risk by doing so, since it certainly sounds like retaliation. The assault was obviously not his fault, but the interview was a real b…