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Gar

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Gar
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  • In another HR assignment I faced similar situations with lazy and kind supervisors who did not document. As mentioned in the other posts, there is the risk of legal claims. The best thing to do going forward is to remind supervisors of their respo…
    in Rehire layoff vs new employee Comment by Gar February 2002
  • If your state's laws won't permit you to fine them and employees are notified that they must return the cars/keys in good condition and they don't, take disciplnary action against them.
    in Company Vehicle Misuse Comment by Gar February 2002
  • Given your documentation problem, I'd offer him a severance package provided he signs a release that precludes him from bringing legal action against your firm over matters related to his employment. I'd negotiate with him. If he balks, I'd keep h…
    in Help! Fast! Comment by Gar February 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-01-02 AT 01:10PM (CST)[/font][p]Here in North Carolina, some cities have recently installed cameras at intersections. They take pictures of the license plates of vehicles that run red lights. We (a …
    in Employees' Driving Infractions Comment by Gar February 2002
  • Good advice from Margaret. I've seen numerous combinations of situations. Some involved employees who gave us 2 weeks notice then, as my southern friends would say, they "showed-out" and we had to ask them to leave earlier. I vividly recall a sit…
    in Resignation Notice From Employee Comment by Gar January 2002
  • I do now!
    in Amtrak v. Morgan Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-29-02 AT 09:05AM (CST)[/font][p]Suspend without pay until they get their licenses. Moreover, if you can pull it off (given the nursing shortage), tell them they have a certain period of time to do so…
    in Docking Exempt Nurse for Safety Violation Comment by Gar January 2002
  • I'd sit down with the guy and advise that he should consider the effect his comments have. If he doesn't change his ways, talk to his superior(s). He may be a high ranking executive, but everybody has a boss.
    in Out of line high ranking executive Comment by Gar January 2002
  • If this is a bona fide FMLA qualifying event, if she is eligible for leave (employed 12 months at time of leave, etc.) and you have medical certification, I see no reason to deny her the leave. However, the FMLA does allow employers to periodically…
    in FMLA Medical Certification Comment by Gar January 2002
  • Now, this IS important. Is your employer a private company or public entity such as a municipal government?
    in wrongful termination? Comment by Gar January 2002
  • I agree with John. Why is he claiming harassment, etc.? Why was her fired?
    in wrongful termination? Comment by Gar January 2002
  • I agree with Cheryl. What do the laws in your state prescribe? With that said, if you don't have to give him the info, don't do it. To do so is to open a potential can of worms.
    in REFERENCE CHECKS Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-24-02 AT 05:26PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 01-24-02 AT 12:40 PM (CST)[/font] This sounds like it has the potential for being legally messy. I suggest that before y…
    in Unethical Supervisor Comment by Gar January 2002
  • Based on your post, the issue appears to be whether the latter employee is entitled to severance pay and unemployment benefits if she turns down the restructured job. I wouldn't give her the severance pay, which is consistent with your practice, an…
    in Reduction/Restructuring jobs - Employee declines new job Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-22-02 AT 05:27PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 01-22-02 AT 05:25 PM (CST)[/font] I agree with Gillian. If there is no race, gender, age or other related context to the…
    in Hostile Environment Comment by Gar January 2002
  • In a former HR assignment (major telecommuniations company), we had a very similar situation. The employee (an engineering manager) was REAL BAD NEWS and left us one step ahead of the sheriff (employment termination). He went to a dot-com start-up…
    in Prior employee trying to Comment by Gar January 2002
  • An employer has the reasonable expectation that its workforce will dress appropriately. This, of course, is a judgement call. The key word is reasonable. Therefore, since reasonable people in your workforce have voiced concerns, it stands to reas…
    in Dress Code Comment by Gar January 2002
  • Theresa, Why do you feel this could be construed as harassment?
    in Sexual Orientation Harassment Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-18-02 AT 11:34AM (CST)[/font][p]I don't believe it is sexual harassment or orientation harassment for the simple fact that the document writer would probably have acted inappropriately if the Gay empl…
    in Sexual Orientation Harassment Comment by Gar January 2002
  • As Skippy suggested, consult with legal counsel regarding your state law. But, it seems to me that since the lunch break is employer-paid, you have the right to have the employee take the break in the cage as part of the job responsibilities. Have…
    in 30 Minute Paid Lunch Breaks Comment by Gar January 2002
  • I agree with Carol CA. This is a performance review. If the employee's weight has nothing directly to do with his performance, drop the matter.
    in Comments About Weight on Performance Review Comment by Gar January 2002
  • In a prior HR assignment for a major corporation, our policy was that if an employee kept his/her nose clean for 6 years, disciplinary action documentation was removed from the file. However, that didn't mean that a copy wasn't kept somewhere else …
    in Removing documents from a personnel file Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-16-02 AT 05:16PM (CST)[/font][p]For my money it makes no difference if it's legal or illegal. If there is no physician's authorization, the employee should not be using it/be under its influence on c…
    in diet pills Comment by Gar January 2002
  • I totally agree with Margaret. The employee's physician is the key to the situation. If the employee dosen't have a doctor's authorization for the pills and they impact performance or cause safety problems, he/she should be treated like any other …
    in diet pills Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-15-02 AT 03:54PM (CST)[/font][p]It seems to me that if your policy says no guns on the premises and your parking lot is part of your premises, employees with hunting rifles in their vehicles are in vi…
    in hunting guns Comment by Gar January 2002
  • I don't know if this will help, but when employees complain to me of being unlawfully "discriminated against," I suggest that they must pass one or both of the following tests for a prima facie case: 1. Demonstrate how he/she was treated differentl…
    in Title VII Comment by Gar January 2002
  • Two points: 1. If I were you, the only reference info I would provide is the dates the employee worked for you and the employee's title at the time he/she left your payroll. 2. Unless there is a clear business reason for doing so, I wouldn't discr…
    in References Comment by Gar January 2002
  • To piggyback on Margaret's advice, you should also work on the performance issue. When/if he returns to work, sit down with the employee, advise him of his performance deficiencies, give him a specific period of time to improve and if he doesn't, t…
    in Absence without Excuse Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-10-02 AT 05:17PM (CST)[/font][p]With all due respect to Down-the-Middle and Gillian, folks I normally agree with because they give good advice, I say dismiss the person. This is a simple business dec…
    in Rehiring Ineligible past employee Comment by Gar January 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-23-02 AT 04:15PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 01-23-02 AT 01:02 PM (CST)[/font] The sixty-four thousand dollar question is: Is the courier in recovery? From your post…
    in Courier with DWI Arrest and Conviction - Request Advice Comment by Gar January 2002