Dasher
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This is only a work related issue if you have a policy that any arrested employee must report that information to your company. Was the jailed employee talking to the HR employee as a friend (absence policy referred to above)? If so you should hav…
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Perhaps a number of years ago I might have been in the "try to accommodate" camp. But after the third assistant with time and attendance issues that never clear up, simply transform into another shape, I now advise: "Sorry you can no longer do the…
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JM I read the post and didn't even want to think about the really "downer" morale facing the company. And then I read your really upbeat response with some great ideas to help. Good Job!
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I absolutely positively second the Don's reply above. Say it and mean it.
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Well, I love love too, however, the concern would be with the potential problems for the workplace. Once the company is on notice (someone reported that) it must take steps to ameliorate possible harm. Red flags are all over the place. That does…
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Yes to all that Marc covered above, There can be a hostile environment charge by others who witness and/or are in the position to be influenced by this relationship, i.e., raises, promotion, training opportunities, etc. In January, my very best…
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We have a specific policy about supervisors dating those who report to them, as it impacts the work relationship between the two and others in the department. Is this your case?
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In Maryland the benefits are paid based on wages paid in the first four of the last five calendar quarters completed before a claimant files. Check with your Division of Unemployment Insurance and get the basis for your obligations. She probably h…
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Believe I purchased it through SHRM, though not positive. Try e-mailing [email]shrm@shrm.org[/email] or visit [url]www.shrm.org[/url]. It is a Fireside Book published by Simon and Schuster, 1230 Avenue of the Americas, NY,NY 10020. ISBN 0-684-85…
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Have had some success with "How to Work With Just About Anyone" a little booklet (under 200 pages)by Lucy Gill. It gives a three-step process for getting difficult people to change. It is not a cure all, but I use it and let others borrow it (some…
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I'll butt in again simply to caution that unless you really like the work, organizational structure (including the supervisor) going backwards may intensify your problems rather than solve them. Please spend some time trying to uncover why you feel…
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Even though it is your idea -- I would think it would be a difficult transition to go backwards. Have you considered going back to school and perhaps getting your HR certifications (PHR/SPHR, etc.). Sounds like you may want more knowledge and resp…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-28-05 AT 12:04PM (CST)[/font][br][br]Both would get, at a minimum, an oral (with written documentation) warning about paying proper attention while driving company vehicles. One does not back into mai…
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We insist on a new application (updated to include the currently held position) and a letter of interest outlining why they want the new job and how they qualify for it. You would be surprised what having to complete a new application turns up so…
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If your feelings were hurt by my post, please accept my apology. It's just that I thought you wanted the feedback. Believe me, none of us know it all, but all of us are willing to share what we do know.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-05 AT 11:26AM (CST)[/font][br][br]You now know we HR forumites can not stress how unwise it was for you to "sanction" the employee's illegal actions by allowing her to resign rather than fire and r…
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Do a criminal background check. Bring the employee in and ask for explanation. Have your termination letter in hand. It's not rocket science.
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I am with Marc on this one. We do not require policies for everything. I have had this situation occur a few times and it varies. In one case the employee came to work and promptly fell asleep at his desk. After speaking with him, I felt he sho…
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Gee, I sorta envy you who have to put out a memo, etc. Usually, people know (almost) before I do. Actually, I am thinking of starting a "Stop the gossip" team. LOL
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Linda, from what I am reading these days, the fastest and most costly area for litigation in our HR world is employer negligence. From your post, it appears that this employee is and has been for quite awhile, exhibiting unacceptable behavior in th…
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It may go to the culture of the organization, because where I work, HR would be the place to go with this kind of information, and would be the office to facilitate a solution (whether working directly with the supervisor involved, or giving strateg…
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I used to be a secretary and always hated that day. Have met some professional secretaries/admin assts who like it, however. As a company, via my urging, we use that date as Employee Apprecation Day. This year the management staff is preparing b…
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Me either! Something is being left out -- come on, come clean with us so we can help you.
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Yes. No. None. If you have an employee falling all over the office it is a safety issue. ADA issues arise out of conditions/illnesses that limit a major life function -- which may or may not apply here. Has the employee told you about a disabil…
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Well, I am no lover of Wal-Mart's labor practices, but this outcome is not consistent -- a company is not required to verify I-9s of the businesses (employees)it hires as subcontractors (insurance, yes, I-9s, no). And, yes, I might settle a case fo…
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"But, as professionals, we have absolutely no business questioning the motives or the mentality of the complaining party." Oh, boy, am I in trouble --I do that ALL the time. Just thought it odd that the guy's boss and assistant both had the same…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-18-05 AT 04:40PM (CST)[/font][br][br]Now, now Don -- put your spear down. Only wanted to clarify (before we talk with the ladies) that the gentleman was not being overly sensitive. Since his comment…
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Have dealt with this one and even when it sounds easy -- it is not. Usually the offenders never recognize themselves so honesty is really the best road to take here. Wow, his superior and assistant both have the same problem -- do you think perhap…
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Exactly what advice are you seeking at this point? Okay -- I'll bite: 1. Do not let a performance evaluation be the first time you counsel an employee on poor performance -- it should never be a surprise. 2. Have and follow a good neopotism pol…
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At a meal in a formal setting: I would not personally push or pull my food onto my fork -- using other food or utensil -- in order to get to every last bite. If someone with whom I am dining delicately used the bread or another utensil (knife, etc…