Crout
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Yes, you are supposed to eyeball the I-9 documents that are presented to you. When you sign the I-9 you are swearing that the documents you saw were valid. If I were you I'd contact Pork. He can steer you toward the SAVE program, which was set up…
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BA in Secondary Ed, history, and SPHR certification. Why not start with the PHR certification and go from there? You'll gain a lot of useful knowledge very quickly and you'll find out if HR is really your cup of tea. Utilizing the training resour…
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The ramifications to whom? The company? Or you personally? You have to make a good faith effort to abide by the law. For example, if someone walks in for their first day of employment with a faxed copy of their Social Security Card and presents …
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It's a fine line you have to tread. It is against the law to use the I-9 requirements as a barrier to employment, BUT if she cannot furnish adequate documentation AFTER YOU HIRE HER you have to let her go after 72 hours, or be in violation of the l…
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There are a couple of things here. One: you can't require an applicant to furnish a copy of a Social Security Card as a condition of employment. What you CAN do is inform the applicant that he/she has 72 hours to produce adequate documentation as …
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Odd, isn't it? She sounds like she's made concrete plans, which is one of the ways you can judge the lethality of her intent, but then seems very willing to divulge her plans to someone in management, which she has to know will trigger some kind of…
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I'll be darned. Sorry Lynn...you were indeed correct on that point. Thanks G.
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>It is illegal except in high level executive >positions. lynn, in regard to your first statement I think you're confusing ADEA with FMLA. There is no ADEA exemption for "high level executives." >You will also find if he is try…
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Yes, as stated in a post above, there are certain rare instances where a mandatory retirement age can be set; however, for most business enterprises in the U.S. what your boss is suggesting is highly illegal. If you want more information go to the …
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Every single management person...from line supervisors on up...must be well schooled in how to answer questions from employees and handle situations without setting your company up for an unfair labor practice charge. Do that immediately.
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The short answer is no.
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You're going to discipline her for calling in sick on Monday based on your assumption that she was still hung-over from Saturday??? What work rule did she violate? Wow, you're lucky you don't have a union, although it's that type of overreaction t…
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What did they do to deserve discipline? If their behavior was off the wall, I'd say you can certainly address it, but if you want to write them up simply because they were intoxicated then it becomes a matter of fairness. Pretty much every person …
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Interesting, but suppose there is no business relationship as you've described? In my scenario, the complaining driver's job is to transport an older person to one of our sites. In that sense, he is supplying services not to us, but to that older …
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His argument is weak...he's comparing apples to oranges...now if in the past you've dealt with behavior of this kind without resorting to termination he'd have a much stronger case, but as Gillian said that still does not mean you're stuck with a ba…
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Then just say no and tell her she must take the test. And what would a doctors note have to do with it? $25 to most docs will buy you a note excusing you from just about anything for just about any excuse.
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In our case, there are virtually no veterans in the Bargaining Unit, so they readily traded off Veterans Day for a Floating Hoilday a few years ago.
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11, which includes... New Year's Day Martin Luther King's B-day President's Day Memorial Day Independence Day Labor Day Thanksgiving Day The Day After Thanksgiving Day Christmas Day There is also an Agency Floating Holiday which changes year to ye…
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I don't understand your logic. You're saying it was the company's fault to begin with, which is the justification to give the employee the benefit of the doubt....but if there's any kiddie-porn then the responsibility suddenly shifts back from the …
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Oh yes, I agree....this is nothing like the original post. I just wanted your opinion on it. You seem to have strong convictions about this issue, and I threw out that scenario to gauge your level of tolerance. It's a tough call because as you sa…
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What about this scenario: A man brings pornographic pictures in his briefcase to work...let's say he enjoys looking at them with his wife...the pictures are discovered when his administrative assistant (a women) moves the briefcase without his know…
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I agree with G, but would also find out what kind of porn. If it's child porn you have to report him to the police.
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She's over 40, right? The supervisor has to either be willing to enter into a process of supervision whereby the offending behaviors are identified, she is given a realistic time frame to change, she is held accountable through the disciplinary sys…
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Uh, Cheryl? LOTS of us Babyboomers didn't get an SSA card until we were 16. Today your new baby can't leave the hospital without one, but it was a little different way back in the electronic stone age.
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For me, it would depend on the situation, and also how you define the word "friend." If my friend had done something wrong, was guilty and deserved punishment, then I would not feel guilty about keeping my mouth shut and my HR hat on my head. Howe…
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I wonder who will play "bad cop" to James's "good cop?" Hmmmmm. JUST KIDDING!
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If I understand your post, the manager received an email from the employee prior to his last day in which the employee acknowledged that he did not report a specific number of hours on his last time sheet because his head wasn't really in the game..…
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That's a new one on me. I just did a SHRM search and a Federal DOL search and found nothing on this.
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Under Federal law you don't have to give ANY breaks.
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So which "Employee Status" has she been in for the last 7 weeks? Keep her in that status for two more weeks. Send her a Registered letter and set a two-week deadline for her to return to duty, or resign. COBRA won't be a problem unless you backda…