Dasher
About
- Username
- Dasher
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Ok, Paul, I see what you mean. Then I am going to demand a similar hotline for bosses. You all know what we have to deal with daily.
-
Or perhaps it may mean that some employees who have no other recourse will now be able to at least get preliminary advice from (hopefully) a legal advocate. Those of us who know the system and how to handle (aka maneuver) it don't recognize that th…
-
Have had to in several instances. When a written job offer has been made and the potential employee does not pass the background, driver's license or drug test -- we rescind. There is a specific procedure required for background and drug failures …
-
"The only possible positive I see is getting healthcare for those who can't afford good care (or somestimes ANY care)." That would be an adequate enough goal (IMHO). Those who have jobs and access to health care can not always appreciate what it …
-
The case should go to the Supreme Court so we can move on. There are other areas of disagreement similar to this one -- being compelled to pay taxes, get a driver's license or pay into SS. I am big on personal liberty, BUT/AND also recognize t…
-
If I know someone was fired for bad conduct, I would not recommend hiring them -- superstar or not. Attitude/conduct is more important to a small company like ours than grandiosity (is that a word, LOL). So superstars stay away!
-
Yeah, I am with you on that, Frank. Call me, PLEE-EEZ!
-
This is our second year of a compressed work week for all staff. When investigating how we could go to a four day workweek, I kept running into fairness issues. After several brainstorming sessions, we decided on closing the company every other Fr…
-
Oh my goodness! You guys have managed to turn my smile on today -- what a bunch. Glad to be among you. LMBO
-
Please HR professionals -- don't close your eyes when we must keep them open. At no time have I heard "the media" take blame away from Omar Thornton. He murdered nine people, including himself! That can not be justified. And I was the one to hig…
-
The 911 telephone call revealed the very high caliber of the operator who exhibited outstanding calm and sensitivity during the interaction, and helped us gain more information than we would otherwise have. @Paul: For me it is important to step…
-
John Phillips' blog is a good one. As an HR Director, I have attended more than my share of termination meetings. They are always difficult and you never know when it can turn -- as in this case -- awfully bad. It is agreed that it is vitally imp…
-
We provide a termination letter which never lists the reason for termination. That information is conveyed verbally during the termination meeting.
-
HR Rule #1 -- deal with the performance. Sleepy on the job (especially for a forklift operator) is not acceptable and is cause for an intervention. Whether they are sleepy because of another job or a hot date -- the performance on the job is the i…
-
[QUOTE=NaeNae55;720184]Hourly employees sometimes feel exempt employees get more from the company than they do. [/QUOTE] Yeah, here also -- but it is a-okay when we stay hours and hours for evening meetings, come in week-ends to make project deadl…
-
Frank, I thought your cartoon was marvelous! (Way to hijack a thread, btw) From what I am hearing, reading, seeing -- there is no way most companies will be able to keep the social networks from being a part of business. Just look at the number o…
-
Wendi - please I don't mean to hijack your thread, but you remind me of me here, in that I was just thinking that just when I answer -- the thread just stops. Guess we are in our "poor me" mode. But at least you were confident enough to say it out…
-
There is no obligation that I am aware of on the part of the employer to allow access to supervisory files that are not part of the personnel file. In fact, they are not HR files, even if the supervisor requested feedback on drafts, etc. Even if y…
-
Careful here. Is the employee calling it Depression or others (you). Consider it like a fever or a cold until the employee labels it something else. Then have medical substantiation the same as you would for any illness. Sadness and melancholy i…
-
If I were the President of these United States, and thank God I am not, any general who spoke in the terms (verifiable) reported would have to go. Therefore, President Obama's decision is a solid one. It is difficult, but my advice is the same as …
-
"When did sending steamy personal texts to spouse and coworker you are dating using an employer-provided cell phone ever sound like anything but a recipe for big trouble? " You mean the high court really took this up? What a waste of time and mone…
-
Can not imagine who the HR adviser was on this one. Also don't understand why the teacher found it necessary to even be truthful in this instance. It really wasn't a workplace issue because the pregnancy did not cause the students any concern (tha…
-
Some say that Generation X is the VCR generation (stop, go, rewind, forward) and Millennials are the DVD generation (go instantly anywhere and all over the place at a touch of the button). We Boomers on the other hand - steady and slow -- just lik…
-
Celeste, the 80's were the latchkey kids. Can't recall a negative label for them when they entered the workplace. They were really sheltered because that was when parents got disillusioned with babysitters(molesters, etc.) and every stranger was g…
-
It really is a generational thing -- and there are +'s and -'s. The current entrants into the workplace do have some very unrealistic expectations (we Baby Boomer parents helped that along when we taught them that they deserved EVERYTHING). That b…
-
Insubordination would be more like not following a (specific) directive or doing something in direct opposition to what you have been asked by your supervisor to do. There would also be an awareness by the insubordinate person as well of the contra…
-
Our system ties in the performance rating with the increase in salary. It is NOT completely merit based, but without the rating I am not sure how we would allocate increases. Perhaps something like the US government which provides step increases b…
-
Well I don't mind telling you that I agree with Paul 100% on this one. Let's invent something new everybody -- "constructive resignation".
-
Okay I have reread the question very carefully. Not really sure you have a workplace issue yet (emphasis on yet). Someone spotted two people in an airport and it is a "very hot love affair". You mention that it is a "high level" employee and clie…
-
I am updating ours as well -- gee things have changed in just a few short years (need new electronic, social media, timekeeping, etc. policies). We use Guide to Employee Handbooks (Published by Thomson West) A Model for Management with Commentary, …