Eliant
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- Eliant
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I'm in California... It's as bad as it appears. Yes, the EDD is employee friendly, but that also depends on the judge you get. Make sure that you have plenty of documentation, coaching, counseling, suspensions etc.. Make three copies, one for the th…
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While I'm not as religious as I would like to . I feel that we should be able to demonstrate who we are as long as we do not coerse, obligate or enforce our beliefs or opinions unto others. i agree with your statement.
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I just want to echo... that you made the right decission. However, moving forward you need to take two action steps. First, do some supervisory training on on attendance, punctuality and verbage of write up's. Make sure that all of your write ups in…
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Well, you could start with the people that offered the seminas. If they encouraged this, I'm sure that they must have some daa to back up that statement. I'm California and that has been a practice of mine and a few other HR folks I know. I guess is…
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I again, do not know Oklahoma law. However in Californai we have a law that states in order to do this you have have reasonable or probable cause. These two words are very broad. I haave friendds in HR that the mere cause of the injury or accident i…
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I would not take this lightly. In today's world with the new buzz on terrorism, employers need to listen to all that is being said by employees. I would bring this employee in and have a conversation with him regarding his statement of "getting even…
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Poor performer, has been documented.. Does this mean that you placed him on an immediate improvement plan, outlining the areas that he is failing, failure to improve will result in termination. Or does that mean you have written him up with out any …
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I would search in the forum for similar situations. I ask the same question, did she resign in writing or verbal? I would sit with her and explain the situation she has created, get her involved, offer her the severance deal and see what she says. S…
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We have general policy that addreses "Unauthorized use of telephones, mail systems, or other employer owned equipment". They are aware of the fact that while the company understands an occasional need to use the phone for personal use, the primary u…
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Would you mind sending me a copy at [email]HMontani@Alflex.com[/email] Thanks Eliant
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In California we have CFRA, in our company we have PTO, allowing ee to use the time to meet their needs. However, being a parent myself, having been in those shoes, I always take the direct approach. First, is this causing the ee to have an attendan…
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I had a similar situation in my lifetime. We had a policy but, this person was just not getting it. This is what worked for me, I contacted a couple of magazines that appealed to this agegroup, I asked if they had ran articles on professional attire…
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I don't know what kind of work environment you are in. But, we should not have to draft policies for everything. A general statement to the work force (followed by a memo confirming what was stated) regarding fragrances it's pro and con's and a stea…
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I just want to say that I'm disappointed in the responses that this hot topic got. I took the time to read everyone of them, looking for a possible solution???? a lot of De Jar, Jar, hardly any substance. If any one has had this situation in their w…
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Pork, it sounds like no matter what we say to you it's ultimately your corporate office who is deciding. If your company wants to stay out of trouble all employees out on leave od absence need to be treated the same, or you run into biased discrimin…
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The cooking part is great, the first aid kit is also great. But, how about overall recognition with accomplishments through out your facility. A plaque with a group picture near the time clock or in the lunch room, a small write up in the company ne…
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I say to you, disregard all the minutia. Think what is the average amount of time it's required to learn the job. Focus on performance, meet with the employee, go over the training the person has received (ensuring quality training has been given) r…
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First, you need to review your procedures on job offers. If a department manager feels that in order to fill a position they want to make special offers, this should be approved by the HR deparment. Second, This could have easily been avoided by ofe…
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Hurrayyyyy Bucs... o), Gillian, what part of CA are you in... It was 81 were I live (Long Beach) Any how, I agree with Sonny. Bottom line, ignorance is a bliss, but treat with compasion, offer all the necessary help. (treat others as you would like …
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I'm in California, and I'm trying to quote were I read this (Ican't find it now.) But, in California you can only go back 7 years. There was a new change in the law regarding background check in California (effective 1/1/03). You can always find som…
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I agree with Gillian. I also ask do you have a pre-employment physical policy in place? If not then get started on one. Make sure the medical group you choose is well aware of the working conditions. You could provide him with a role description, as…
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Your company it's extremely generous. I suggest change the whole policy. A 5-7 min grace period is acceptable. Change the wording of your policy to read something like "You are expected to be at work and at your work work station on time. But, for …
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I agree with Don, You must treat it as any other day. Do not hold yourself or the company hostage to the race card. Follow your company attendance policy if you have one. If the majority of your employees are African-American, your company may want …