Dasher
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Comments
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What ever happened with good ole peer pressure in the workplace! Did it occur to these reporting/complaining people to just say to her " oh, my gosh, you need to remove those gloves and wash your hands after a bathroom break". Now a supervisor, an…
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A possible hygiene problem has been addressed and ruled out as the employee has provided you with a medical note. Now you have to see if there is anything else the company can do as an accommodation for this "condition" so other employees will not …
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I want to second Nae Nae's broker option. I have found the one I use extremely beneficial. They are in a much better position to speak with the employee -- and finally I have one who talks in language anyone can understand. Yes, we have automatic…
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Paul, you are cracking me up! I was going to suggest that reality show. Seriously, HR can be very rewarding work, however, with the situation as you are describing it, I would run as fast as possible in the opposite direction from this company. I…
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You already know that this is age discrimination. If your company is determined to pursue this in the manner you have described, my best HR advice would be to consult with a really good HR attorney. You are headed straight for an age discriminati…
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I know I agree with Paul! This behavior is totally unacceptable in the workplace. She must go. And the threatening language by the employee who walked behind and called the informer a name should be handled in a strong manner as well. How are th…
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When a company plans layoffs, the operative word is to be "planned". David is quite right. You need to be able to explain/justify the positions that are being eliminated and those that are being maintained -- and no inequity, especially based on t…
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"Employee B has been harassing Employee A (I don't remember exactly - letters, phone calls, talks at work, stuff like that) AND Employee B is a manager (although not Employee A's direct supervisor). " A compay needs to have a harassment (or I sho…
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Exempt employees would have to be paid the 40 hours. Non-exempts, or hourly workers, can be paid for the number of hours actually worked.
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You guys are cracking me up now! On second read though I totally agree with Nae. My emphasis on the behavior is what keeps me out of trouble and not having to be in a position to sanction or not sanction the reason for the behavior (we are praisin…
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I once had to deal with a complaint that employees were loudly discussing things up and down the hall, which created a disturbance to other employees and interfered with the ability to work. I would treat this in the same manner. If the music and…
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Shiela, Ours are like yours, except we did away with the supervisory title last year. So now it is Manager, Director and one General Manager who is our CEO.
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Just don't do it! Not worth the hassle.
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not me -- yet. And I am getting a bit weary of companies not providing reference checks -- how else will we know history. Now, all of a sudden, you must go through websites and pay for information that HR professionals used to provide as part of…
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"our company is not willing to allow body piercings and tattoos in noticeable areas, maybe sometime in the future, but not here, not now and not with present staff and management." I do understand. As a baby boomer some of the holes and ink give …
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HR Professionals need to take another look at the intention the policies and the issues surrounding them address, especially in light of generational differences. I have encountered more than a few Gen X'ers and Millenials with tattoos and body pi…
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If the breaks (bathroom or otherwise) are negatively impacting her work -- and I can not see how it could not be -- then the supervisor should address it with her without hesitation. You do not have an ADA issue unless the employee has told you tha…
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I think I would have them take it down. Even a private office is not a personally private workspace. This can be addressed without offending the employee -- be sensitive but firm now before it grows into a really big problem.
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I agree. Suspend without pay, pending disposition of charge. Recheck your policy book for grounds (morale and moral grounds, conduct causing ill-will, absence policy, etc.). Don't make things up, but find solid reasons in your handbook to justify…
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I am hoping the company (you) did your own investigation before taking any action. If the sexual assault charge resulted from an accusation resulting from the employee's personal relationship (wife, girlfriend, dating partner, etc.) rather than an…
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Yes -- that's the way I play it. LOL
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In Maryland, employers are required to pay out any earned annual leave (vacation). Sick leave is forfeited upon separation of employment -- reason would not matter.
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This is a very timely discussion, and I am glad to read the varying opinions. Closest to mine, I guess is Paul's. After doing an extensive study of the generations (in preparation for a workshop) one of my conclusions was that we have to do som…
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There is really more to this than it first appears. It is both the volume and the language which is problematic. Those being "disturbed" don't know exactly what is being said, and can feel threatened. There are cultural issues which must be addre…
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Have always admired AJ's feedback. On this one, however, I am in agreement with Paul. Having just come out of a VERY difficult HR situation with a major party, my steady documentation and refusal to say "this is hopeless and there is nothing HR c…
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Gee, this is a new one for me! Is it illegal to smoke or illegal to purchase cigarettes or illegal to sell smoking products to minors?? We don't hire minors, however, I guess I would tell his/her parent(s) not that they wouldn't already know if th…
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Yes, and please be sure to include this requirement in the job descriptions and outline the requirement in your personnel policy manual. It is a good idea to check the validity of the licenses from time to time and to include in your manual that an…
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As the HR professional, you need to strongly stress that this proposal has serious consequences for the company which puts it at risk for an age discrimination suit that would make the cost of benefits pale in comparison to the possible monetary da…
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You appear to be taking this personally, rather than as a business workplace issue. Even when given good advice from forum members, you continue to want to punish or fire this supervisor. Is something else going on here? Just asking.