Down_the_Middle
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I've found that the best system is to keep all employee file information for a max of four (4) years. While some info is only required to be maintained for 1 or 2 yrs, there doesn't seem to be anything that required beyond 4 years. We combine the …
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The MBTI is a personality designed to identify personality traits of an individual. I've used it many times, mostly for team development. The MBTI reveals how individuals within a team function on a daily basis----what motivates them, how to they …
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I do not think that verbiage obligates you in any way to a contractual obligation. Presumably, you have other policies that address the employers right to staff/schedule in accordance with business needs, at-will, etc.... In the event you have no …
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ritaanz: I would offer only 1 suggestion: Don't lose sight of the fact that you're in a fish bowl with this re-call issue. Your survivor employees will watch carefully 2/c how you handle their former co-workers. As you do to them, so you'll like…
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My 2-cents------- I personally subscribe to the theory that people are entitled to know the reasons for their de-employment. We tell them at the time of their departure, but are reluctant to put it in writing (for legal reasons), however, the tru…
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I know of no way to force someone to stop smoking any more than you can force an obese person to excercise more!!!! Short of requiring that all ee's are smoke free while working at your organization (which some org's choose to do), it's not the kin…
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My limited experience of employing paralegals some time ago was that they were EXEMPT. Both of them had bach degrees, had completed formal paralegal education and were NFPA members. They clearly satisfied the income requirements for exempt status …
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Cindy: This creates the perfect opportunity for the org to develop such a policy and instruct employees that your ability to honor their requests is dependent on knowing about their community involvement. I wouldn't beat up on yourself for what you…
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HR Cat: While your intent seems benign, it strikes me as more instrusive than you might be intending. Collection of medications and existing medical conditions may expose you to ADA issues when you obtain information you never really wanted to coll…
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I would personally move on to other things that add more value to the organization and not devote any time to this. Your state law addresses the time limits for when a S-H can be timely filed and I'll bet the time has expired. I just can't get too…
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While I applaud your concise question , it would be important to know a little more info. Did the former employee ever allege harassment while working for your organization or wait a full 12 months b/4 raising the complaint? Was the alleged harasse…
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Your state law will be your guide to learning if these benefits are available to striking employees. Most states prohibit these kind of benefits from being available to employees who "hit the bricks", but you'll need to determine what Maryland says…
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We offer no 2nd chances to a positive drug screen. 1st time offenders are required to undergo rehab/counselling, etc.... and are subject to random testing upon return. If the random test is EVER positive for a 2nd time, we de-employ them-----
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bktcmp: For what it's worth, if you have a PDA, you can download the exact info you're requesting and have it avail at all times. Do a search for HR co-pilot (on the SHRM site) and be impressed...............
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I concur with Don's assessment entirely. My reason for suggesting the FMLA & w/comp issues was to ensure that these would not be overlooked as the org proceeds to de-employ this lady..........umbrella approach! I'd send the employee a final no…
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I think the short anwer is YES, that she is subject to the same disciplinary/termination action as other employees; but there are some caveats....... Is she eligible for FMLA, does she have a current w/comp claim and will her current pre-delivery …
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I think Don's absolutely correct. Suggest to the company what you've found, and offer solutions. If they accept, you can make an impact. If they refuse, look for another client. Your credibility is far more precious than working with an organiza…
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Be certain to confirm whether your state permits this type of practice. Some states do allow employers to charge employees for the pre-employment expenses if their employment does not continue beyond 60 or 90 days. There are, of course, caveats as…
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HR in NY: If you've made the decision to offer as much equity in benefits as possible, can you integrate this equity approach on a gradual basis??? For example, offer the non union employees the option of being paid this year; 50% next year and d/c…
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I understand Rockie's question becuz sometimes it's more appropriate to offer a severance to a poor performer rather than take on the challenges of a discrim lawsuit. In spite of my aversion to "paying poor performers to leave" , I've done this in …
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This is a legal issue that is likely governed by statutes within your state. See what you can find concerning legislation on "employee privacy" or "electronic monitoring"..... I'll bet you find out more info. This is a huge are and should not be …
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It's probably some type of harassment, altho probably not illegal unless she does this to same sex employees. She probably does it to everyone and would not then rise to any type of sexual harassment. This sounds to me like old fashioned ill-manne…
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I think you can clearly make the EAP a mandatory requirement when the work performance is affected. Presumably you have that "mgt referral" as part of your EAP services, but certainly it s/b considered. EAP's have a 2-sided approach and this is th…
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squishypig: I just did the same thing with a reservist who failed to show-up as you've mentioned. We ultimately discharged the individual, they eventually surfaced, complaining that they needed addt'l transport time (>3 weeks). Our discharge wa…
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Mike's last comment makes me want to re-think my initial reaction. Now, that's sleezy................
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At first glance, I think the suggestion sounds silly, but upon reflection, I'm not troubled with it. If an organization is willing to pay the premiums to insure their employees, why wouldn't they be entitled to the death benefits. Presumably, the …
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Assuming you have more than this 1 employee, while I admire your compassion for her "excuses", I think it's a huge mistake to help her figure out how to get to work on time. Promptness is as fundamental to employment as anything and this lady is no…
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nicroman: Let me explain what "beeper" pay is to us in healthcare (and we use alot of it) and hopefully this will help. Certain staff are designated to be "on-call" at the conclusion of their normal workday (evenings, nights and week-ends) when that…
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I also share in the unfortunate situation you're in. Plant closings are always more awkward than mass lay-offs (WARN Act) due to the exceptions that can be invoked with the faltering company and unforeseen business circumstances provisions which a…
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I concur with Don D...........