Gar
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I agree with Kyra. Give it a few days. Call her at home, send her a letter telling her if you don't hear from her by a certain date, employment will be terminated (job abandonment).
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The birth date gives me some heartburn but the other questions seem legitimate.
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I agree with Mike. Gernerally, persons you fire are persona-non-grata on premises. I say extend the same curtesy off premises. Why have someone at an event your employer is shelling out for who may bad mouth the employer?
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[font size="1" color="#FF0000"]LAST EDITED ON 01-04-02 AT 04:01PM (CST)[/font][p]I agree with the previous respondents. By all means, continue your investigation and ascertain the facts. However, although the allegations are indicative of inapprop…
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Why reward an employee who isn't cutting it by giving him an early retirement package? Folks who do this never cease to amaze me. If performance is lacking, document, give the employee a specific period to clean up his act and terminate employment i…
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I'm confused. Regardless of the number of employees, how can the Technician file any sort of claim against the wife when the husband (the Vet) is the party who had the affair with the Technician?
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[font size="1" color="#FF0000"]LAST EDITED ON 12-28-01 AT 01:17PM (CST)[/font][p]It depends on the employer because I've seen it done both ways. In a large corporation I previously worked for, disciplinary action documentation was removed from empl…
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Based on what you've shared, it seems to me that disciplinary action taken against you because of your long hair could be a title VII violation. I'd like to know how long is "long," what religion would you be affiliated with and how many people foll…
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I work for a local government here in NC. It includes law enforcement, social services, public and mental health departments, register of deeds, etc. I haven't come across what you're looking for but if you do, please let me know. Do you have a ve…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-18-01 AT 05:17PM (CST)[/font][p]There does not appear to be a religious justification for this employee's hairstyle. However, issues of gender and culture do come to mind. Assuming he is African Ame…
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What kind of work will this employee be doing? Will he be meeting with customers, the general public, etc.?
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You say the employee was recently sentenced. It is possible that at the time he filled out the application, he had not yet been convicted. If such is the case, he did not falsify his application. Also, let your state law be your guide. Unless the…
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This is a matter that requires a simple busine$$ solution. You have a supervisor with lousy people skills and a lousy attitude who is running off your employees upon whom I imagine you've spent significant time/buck$ training. Solution: Sit the su…
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I totally agree with JustAnEmployee. Let them get the stuff from their doctors.
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Good lord! Frankly, if I worked for your firm and you deducted money from my pay check for something that's beyond my control and that you can fix (make them pay up front), you'd be talking to the labor board and my lawyer.
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Just as an aside, I've always felt that severance agreements that permit employees to give up certain rights in exchange for money are a violation of the equal protection clause and, therefore, unconstitutional. I simply fail to see how a person ca…
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We're a local government in NC and we don't do it. Moreover, we frown on supervisors loaning money to their employees. We will advance, subject to pay back, hours of sick leave to employees in need.
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I'm not sure that I follow the second part of your question. But, it seems to me that if you do not have a part time postion for the full time employee who is on STD, she can either accept a full time position or seek employment elsewhere.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-01 AT 05:22PM (CST)[/font][p]In a former HR assignment, we had a guy who was a Baptist and assailed coworkers whom he felt weren't living according to "the good book." He was a nosey gossip, insul…
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We don't have a written policy but our supervisors are urged not to tolerate it for the very reason Felicia mentions (injury). Don't misunderstand, we aren't hard nosed about it and may look the other way if it happens once or twice - every few year…
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We do and I see nothing wrong with keeping exit interview information in employees' respective personnel files. Where else would you keep them?
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I agree with Gillian. To piggy back on what she suggests, what will you do if, while still on the payroll, the employee finds out you've selected someone to take his place? Sounds like a potential sticky situation to me.
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The employee should settle all financial matters (outstanding expense vouchers, etc.) before leaving. Also, if the employee has a government security clearance and worked on classified government work, he should be debriefed by your security person…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-28-01 AT 08:48AM (CST)[/font][p]It's my experience that to whom or what the EEO organization reports to is less important than whether management listens to the recommendations EEO makes. I recall a m…
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I've had this pet performance/compensation theory in the back of my mind for a number of years. It seems to me that if you have a poor performer whom you rate as such, but give salary increases to that are similar to those of your better performers…
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Forced distributions can be tricky for the many reasons Margaret mentions. In another HR assignment about 9 years ago, we gave it a shot with our management employees prior to a lay off. Ours was relatively simple. The bottom 10% of the appraisal…
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I too agree with Jackson. I'd sit down with the employee and counsel her. But that's about as far as I would go at this time. However, if it keeps up, I'd want to take sterner measures, perhaps a written warning. I don't see an NLRB issue here simp…
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We're a local government in North Carolina and have bulletin boards in just about all our facilities (40+). We don't have restrictions and we trust our employees to use their own best judgement as to what is appropriate and what isn't. The biggest…
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I've seen it done two ways: 1. In my current assignment (a local government), employees' personnel files (retained in HR) contain all documents (original application for employment, performance evaluations, disciplinary action documentation, etc.).…
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Hi GillC; We're a local government here in N. Carolina. Earlier this year, one of our employees submitted a suggestion regarding the imaging of our depertment of Social Services' records. I don't know what state you're in but, here in North Caroli…