FunHRBanker
About
- Username
- FunHRBanker
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
This is now a former employee that he's having an affair with, right? I don't see how you have much recourse at this point. Just my opinion! It would be like him having an affair with Sally Jane from down the road.
-
I just had a colleague call me to verify that one of her former staff was doing something inappropriate. HR Department was requesting that only Hispanics were required to bring in their Resident Alien card in addition to the driver's license and so…
-
I believe parents who exert this leve of control (under the belief that they're being involved in their child's life) paralyze their child for the future. They can't make even the simplest decision as cnghr described. These are the individuals who…
-
I heard the term "helicopter parent" for the first time at a seminar last week. These are the parents who tend to live vicariously through their children and, in my opinion, have allowed the little darlings to get away with murder. They are not ta…
-
Search the Har de Har (or whatever it's called! #-o) for "How to Appropriately Address..." It was posted 5/9/07.
-
I know this has been discussed at length on the forum but can't find the related links! I'll keep searching so you can get the exact situations that people have dealt with. You do have to talk to the employee directly. No "hints"; no deodorant on…
-
I was thinking the exact same thing, but it's not business related. Unless she's hitting your overdraft list and checks are being returned, I don't think there's much you can do beyond suggesting the EAP, and even that may have crossed the line.
-
We too are a financial insitution who audits employee accounts. Being that her outside acitivities have not affected her work performance, I'm not sure you can force anything when she says their's not a problem. I do appreciate and understand your…
-
I assume you are talking about scanning your documents. From everything I've heard, medical records should be kept separate from personnel files. We have separate files for both.
-
From the DOL website, "Whether an employee has worked the minimum 1,250 hours of service is determined according to FLSA principles for determining compensable hours or work." [url]http://www.dol.gov/dol/topic/benefits-leave/fmla.htm[/url] I looke…
-
We do what you are proposing. We make and offer contingent upon successful completion of a criminal background check and credit check.
-
EE told someone that it was. Thanks for your responses. That was my gut instict also but needed support.
-
We are a bank with 75 employees and 5 are IT people. We just "hired" a network intern to handle our entire computer network. I can't imagine not having all of them on site!
-
Those are great. Thank you!
-
We processed in house until 3 years ago. We always required an itemized receipt and our TPA is no different. They are actually more strict and want the EOB rather than a bill from the doctor's office. Nae brings up a good point: if you've accep…
-
Bravo Frank!! Well said.
-
I agree with many of the postings. The easiest solution is to do as said previously, simply call them holidays and list the dates. However, December 25th IS Christmas; July 4th IS Independence day in the US; the fourth Thursday in November IS Than…
-
If you were planning to have the candidate back, the second interview would be a great time to ask the forgotten question. If you weren't, what does their reason matter?
-
What does your policy say? Ours specifically addresses hair color ("must not be of an extreme nature") and points out that employees should dress conservatively.
-
The supervisor usually wants me to address this employee because of the issues they've had in the past. In my opinion (although I do it), this undermines her authority as a supervisor. I will again encourage the supervisor to deal with the problem…
-
Sounds similar to our Problem Child. She hoards her time and knows every way to work the system in her favor. I think I will tell the supervisor to inform the employee that the next time she arrives inappropriately dressed, she will be sent home. …
-
Why not post them...as long as they're up to date! I may copy your idea, Caroliso.
-
We also run criminal and credit checks on our potential employees. We too have made exceptions in the past with a "good" explanation of the situation. More often than not, we do not hire the people with repeated late payments and collections. It …
-
Supervisor is upper management.
-
He's past the orientation period, but wasn't here long enough for FMLA. Supr. noticed performance issues in the beginning and talked to ee. Unfortunately, supervisor has not (and nearly refuses) documented and of the conversations. I am aware of …
-
He's now back most days, but will be gone for appointments every other week. We've talked with a labor law attorney and he was VERY leery of terming the ee at this time...especially with our lack of documentation.
-
We haven't really been in this situation before. This would set the precedent.
-
"A qualified employee or applicant with a disability is an individual who, with or without reasonable accommodation, can perform the essential functions of the job in question." My only rebuttal is that he cannot do the essential functions of the …
-
Part of the problem is that we don't want to kick him while he's down. Employees also like him. However, as I stated before, he doesn't have the skill set we thought he did. Last week, he sent an email to the CEO saying that he wouldn't be in tha…
-
I'll check with the supervisor. I know he talked to him, but I don't know if he documented. Why don't people listen to us when we tell them the importance of documentation?!