Crout
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While I agree with you Paul, I must also say that the best motivator I ever saw was named, appropriately enough, the "Motivation Ditch" at a place called Parris Island in South Carolina. Sad to say, but the Motivation Ditch was filled in around 197…
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If there is no mention of this on her Evaluations is it because the document is faulty, or her supervisor for not addressing the issue? That aside, it sounds like you have done a good job of noting examples of her behavior. Stick with that....focu…
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NON-UNION!! You lucky so-and-so. Actually Don, with your knowledge and insight I'm sure that you make your own luck. Congratulations. It is well deserved.
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It's usually called The Wage Act, or Wage Payment Act, or something like that.
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The Feds don't get involved with this sort of thing, so every State is slightly different. In PA, for example, by regulation every one of our new hires must have a pre-employment physical, which they pay for if they want to be employed. Check your…
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Do you work for Montgomery Burns from "The Simpsons?"
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[font size="1" color="#FF0000"]LAST EDITED ON 03-26-03 AT 01:22PM (CST)[/font][p]So long as you comply with the minimum safety standards required by any State or Federal law, your employee has no business questioning how you assign your workforce. …
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You need to supply more information with your post such as the type of company you have (profit or non-profit), your business, the state you're operating in, are you unionized or not, etc.
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There is on-going debate on the myth vs. reality of the employment at will doctrine with good arguments on both sides. A few months ago Gillian faxed me an excellent piece on this topic. I can forward a copy to you, if you'd like. For my part, I …
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I would pray (snort) that a more qualified candidate comes along so you can passover (har) this one.
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To heck with bridges, let's get back to talking about californication, which I think I experienced a few times while stationed at Camp Pendleton back in the swingin' 70's, although the actual deeds occurred OFF-base.
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Okay, do me another favor. Take the doll, write "DJ" on the back, then stick with pin as requested above. You can keep the Mets uniform on.
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Do me a favor. Get the doll, put a NY Mets uniform on it, then stick it with the biggest pin you can find. Thank you. Go Phillies.
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As Deep Throat said to Bob Woodward, "follow the money." (That's a Watergate reference for all you folks under 40.) I would follow Don's lead and find out how this man was paid. You need ALL the information you can get in order to construct a sou…
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Jeez...and could it possibly be that the guy is just making a little joke and is not the disturbed jerk everyone is judging him to be? And could it also be that he also has family in the military and humor...albeit macabe humor...is HIS way of deal…
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Most non-profits (such as my company) do not use third-providers for background checks. The reason is cost and the fact that the law we operate under shields our company from things like FCRA, for example. Also, many States have a laundry list of …
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If.........IF......your agency is mandated by the state to perform background checks on new employees...and I'm guessing you are...then FCRA would not apply because the mandate would shield your company from those issues. I am more concered by the …
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Are they kdding????!!! In today's climate??? I would get rid of the part-timer right now before it blows up into something really bad.
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They say that even paranoids have real enemies. However, why are you now considering moving on? If you don't like the signals you're getting, why not be proactive and offer up your original plan of "regular" commuting?
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I have nothing to add except to say that NOW I understand why so many presenters at the SHRM conference in Washington this week kept referring to the "Republic of California."
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[font size="1" color="#FF0000"]LAST EDITED ON 03-06-03 AT 10:05AM (CST)[/font][p]This guy is not protected from the consequences of his actions. Have a meeting and advise him to remove the comments from his site NOW, or face disciplinary action. I…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-06-03 AT 10:55AM (CST)[/font][p]To begin with, your carrier can ask for whatever they want, and then it's your decision to do business with them or not. Does the carrier require specific levels of in…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-06-03 AT 12:13PM (CST)[/font][p]Just for fun, I thought I would toss this in. Please don't get upset. Wouldn't he have an ADA claim and wouldn't you be obligated to at least explore the option of mo…
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Mace, you must work for Leslie's company.
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So they are not required to sit by a phone, but they have to call??? Anyway, I did not realize that carrying the beeper is voluntary. In that case, I switch my vote. Pay the first, but not the second.
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If they are not required to sit by the phone, and can go about their business, how do you know that EE#1 wasn't 3 hours away when his beeper went off? I say you have to pay both EE's in both scenarios, then fix your policy.
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Tell them they have to pay EXTRA taxes 'til they get their minds right with the war.
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The problem that I have run into is that too often in dealing with inappropriate behaviors such as the VP's, instead of merely documenting the response, the supervisor will offer up that perhaps the EE is depressed, for example, and should contact t…
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I think that referring the VP to EAP will pave the way for an ADA claim as Don suggested. I would focus on the observable behavior, deal with that, and let the pseudo-diagnosis stuff alone. Believe it or not, I knew a plant superintendent who util…
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But do you think a button will be seen from across the room by the more seasoned employees? If I understood your post, the point is for new people to be easily identified for the purposes of safety. If that's so, it seems that the safety issue sho…