Gar
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Thnx. Hatchetman!
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As best that I can recall, Ms. Vinson, an employee of the bank (Meritor Savings Bank) had a consensual relationship with her boss. She claimed to have been forced into the affair and subsequenyly resigned. The bank used the consensual relationship …
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I totally agree with Down-the-Middle and James. To Take it a step further, we've had situations where employees suspected they were about to be disciplined and wanted their lawyer present. We simply, and politely, told the employee and/or the atto…
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We once had the same problem with non-drinkers selling their tickets. Thereafter we left it up to the bartenders to determine who not to sell to. And, as Margaret suggested and we used to say back in my old neighborhood, make sure they have "plenty …
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It seems to me you'll have to change the locks and kiss the laptop goodbye. However, I'd fight the unemployment claim. What do you have to lose?
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It seems to me that if she is experiencing performance problems, you've placed her on an improvement plan and she doesn't pass muster, you have to take some sort of action (demotion or employment termination). I can fully appreciate that she may nee…
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Layoffs are always difficult. The advice given thus far seems sound. The only thing I would add is that as you go through the layoff process, frank and timely communications with your employees will be of the utmost importance. Squash rumors as soo…
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Gillian, Correct me if I'm wrong, but I always thought that such policies do not apply to soliciting interest in union membership on an employers property.
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Good heavens!!! I wish you luck!
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I totally agree with Gillian. Who knows. Your attorney may be able to negotiate your not having to provide some of the stuff requested.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-30-01 AT 12:30PM (CST)[/font][p]FMLA compliance is quite simple without a written attendance policy because, employers cannot hold FMLA time-off against employees. In determining unsatisfactory attend…
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I suggest that you do not put a policy in writing because there will be times, and they will occurr, where you'll have to live by the policy and you won't want to. Simply let each supervisor determine what is unsatisfactory attendance, based on the …
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If this happened less than 30 days ago and the "girl in the office" is credibile, I'd consider retesting the employee. For chronic users, marijuana remains in the body at least 30 days. Consult your legal counsel.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-01-01 AT 01:37PM (CST)[/font][p]We had a very similar situation in another HR assignment I was on. The guy was the leadman on the loading dock and he had the same condition. He also had a problem get…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-26-01 AT 07:23AM (CST)[/font][p]Your question isn't quite clear. Under what circumstances do you have in mind?
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I don't know about Georgia's laws, but on the federal level, you want to take care so as not to run afoul of the Age Discrimination in Employment Act. Annual medical certification seems appropriate, on its face, but there should be a business reaso…
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Sure you can as long as there is a legitimate business reason to do so. For instance, you need race and gender information if you are writing an Affirmative Action Program in compliance with presidential executive order 11264. And, as cedupree men…
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We don't have guidelines governing these situations. Good sense and diligence is the rule of thumb. We allow baby/bridal showers but only during lunch hours. Although we haven't gotten reports of employees feeling obligated to contribute money, t…
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It seems to me that if the employee would have been subject to lay-off had he not gone out sick, you have no choice but to do so once he returns to duty. Failure to do so would make your lay-off process subject to question.
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I work for a local government in NC. We don't have a written policy but we will monitor when given "reasonable cause" to do so. This usually comes about as a result of a complaint. We are very careful because as a local government and employer, w…
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I don't know about Georgia, but here in N. Carolina we pay employees for unused vacation days. We don't pay for unused sick days or straight comp time. We do pay for premium (time-and-a-half) comp time.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-19-01 AT 08:00AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 10-19-01 AT 07:58 AM (CST)[/font] [font size="1" color="#FF0000"]LAST EDITED ON 10-19-01 AT 07:56 AM (CST)[/font] Sounds…
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That data may be available, at this time, for the geographic area you hire/recruit folks from. Go to the Census Bureau's webpage. They're slowly releasing data.
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The FMLA is quite specific about the fact that employers cannot hold FMLA time off against employees attendance records. Therefore, if an employee would ordinarily receive a perfect attendance award but has FMLA covered absences, he/she is still en…
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My understanding is that title VII of the Civil Rights Act of 1964 was amended to include sexual harassment as a form of gender discrimination. I know the verdicts in several court cases reflect this. I'm not sure when Title VII was amended.
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I agree with Diane. Get your legal counsel to take a look at the lease agreement between your firm and the fitness center. It may contain "flow down language" obligating the fitness center to act on such matters. Good luck!
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We're a local government and, officially, we don't allow it although some departments wink, look the other way and permit it. I suspect it's because the majority of the employees in those departments are women and, among them, there's a substantial…
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In a previous HR assignment (Fortune 100 company), each employee had a service jacket kept at headquarters. It contained basic stuff like the original employment application, movement documentation (promotions, transfers, etc.) and other mundane ma…
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I totally agree with Down-The-Middle. To take it a step further, if he was our employee and in view of the severity of the charge, we would give due consideration to placing him on administrative leave pending disposition of the matter.
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I essentially agree with Gillian. Document everything you were told by the witnesses and verbally summarize to the offending employee what you were told. Not only would I put this employee on notice about his conduct, I'd make sure that it is docum…