CuriousG
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The true solution here is to establish a policy that all former employees are to be treated like any other "visitor". Your policy should establish that visitors must register with the receptionist and be accompanied by the person they are here to v…
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In reply to the question about the "discrete" manager who does not hire certian minority or enthics: This is why we HR types need to learn to "run the numbers." Keeping accurate records, and periodically reviewing the statistical measures of our p…
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When using any website or published wage study be sure you understand just what the numbers represnt. For instance, here in Oklahoma you can access a website maintained by the State Department of Labor that has wage information for a host of positi…
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In the state of Texas you would be in violation of the state's child labor laws. I once worked for a large oil company that held a grand opening for a convenience store. We offered free hot dogs and soft drinks to customers when they gassed up the…
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I recently ran into two strange cases. The first was an employee with two (2) legitimate social security numbers. It seems he has one under his mother's maiden name and the other under his birth name (Eastern European, and very hard to pronounce…
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Grace-Currently School and Day Care Activity Time Off is mandated on a state by state basis. Former President Clinton tried to get the federal FMLA amended to include provisions of this type, but failed. This time is in addition to the time mandat…
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Allegations of theft, especially where it is possible that company financial records were altered or falsified, usually fall on the “turf” of the audit staff. I would recommend working hand in hand with them, your legal counsel and the corporate ma…
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I would suggest you not delay in responding, any longer than it takes to review this situation with compentent legal counsel. You should initiate an inquiry into the sexual harassment and sex discrimination allegations made in the termination inter…
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Even most "at-will" states recognize the common law principle of a "covenant of fair dealing." This means you and the employee will deal fairly and reasonably with each other in all matters concerning the employment relationship. Executing summary…
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Have you tried selling your CEO on top down training of this sort? One of the most common refrains I used to hear when training was "has my manager been to this class?" That was an immediate signal that the proper training and ground work was not …
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In my selection process, and company policy, I focus on "felony convictions." As I interview each candidate I make sure to ask them "Have you ever been convicted of a felony crime, whether or not you served time?" If the answer is "yes" then I w…
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This is an old, old, old, old, problem. The previous reg's to the ones just taking effect also required collection of gender, race and ethnicity data for applicants, but OFCCP and EEOC purposely chose not to provide any official guidance on who was …
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My recommendation is -don't do it! Rarely do these attempts at cost cutting actually acheive their true goals, and the impact upon employee confidence in your company will be devastating. Now assuming your course is set, and you will ignore my rec…
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Have you considered providing employees with work uniforms that lack pockets or other areas to "stash cash"? I am sure a Uniform Rental vendor can provide you with ideas. I would be sure that you have a well thought out, and documented, policy on …
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I make all job offers in writing, and contingent upon a satisfactory background investigation. At the time an applicant completes the Application I have them read the notice of their Rights under the FRCA and sign a copy, along with the Authorizatio…
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I agree with Paul. You can not afford to assume that this employee is simply a malcontent. You need to explore the possibility that there is a real problem, probably unstated, that needs to be addressed. I had an employee like this in a union shop…
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Your post does not say whether or not you are have a bargaining unit, but I assume you don't, and don't want one. Be sure that what you are addressing is not "protected concerted activity." When employees as a group complain about working conditions…
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I would want to be sure this "administrative" person has the appropriate skills and knowledge to perform the manufacturing duties assigned. A wise mentor once pointed out to me "There a plenty of perfectly legal actions, that are just plain stupid…
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Your Executive Director is quibbling over semantics. The word "termination" means to end. A resignation is a "voluntary ending of a relationship or action." What your Executive Director may mean is you should call this an involuntary termination. Th…
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I like Gillian's answer, in part. I would say you should discard all unsolicited resume's. If you do not, then you will have to justify why you kept one resume, but not another perhaps similiar to you the next day, or next week. As for retention, …
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Tough subject, but an important one! One reply refers to obligations under Affirmative Action, however, the requirements of most state EEO/Fair Employment Practices laws come into play here, as well. Your big issue is value versus legal risk and e…
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I believe that a line of logic could run like this. The employee is eligible to representation in a disciplinary investigative hearing. In the unionized workplace, the union is the sole legal representative of the employees in the bargaining unit. T…
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Simply requiring employees to exhibit the common curtesy of calling to notify you when they will be absent should not have any bearing on the status under the FLSA. The problem would arise if you were to try to "dock" an exempt employee for an absen…
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Richard's "magic bullet" words are good, but remember, you need to confirm the employee understands the consequences for their refusal. The interaction should go something like this: Supervisor: "Are you refusing to do what I have instructed you to…
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My experience with using "mediation" as a fishing expedition is not good. For one thing you are expected to come to the mediation conference ready to negotiate in good faith. If you have no intent of settling and just want a peek at the other side…
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I have a hard time feeling sorry for someone who "looses" company equipment worth hundreds or even thousands of dollars. Unfortunately, too many employees are unwilling to accept personal responsibility for their job and the tools used to perform i…