Gar
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Comments
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Diane, lighten up (smile). Some folks really go for that new age touchy-feely, hand-holding bonding stuff. I'm old school myself.
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Ditto on the LOL!!!!!
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I blame the employees who were dumb enough to walk on the coals.
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You may want to check with your legal counsel on this but I do not believe emplolyers are liable if a member of the armed forces, who is on active duty, obtains outside employment. The burdon is on the service person to assure that such employment i…
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They live together and have a restraining order?
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Unless there is a business need to let the employee take another job, I suggest he/she have to wait out the probationary period. After all, he/she was hired for the particular job he/she is performing. What does your policy allow for?
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It seems to me that whom the employee may have played football with doesn't mean anything. Since the accident didn't occurr on company time or premises, your employer is in the clear.
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Regarding the months pay and prorated vacation, talk to your legal counsel about the employee signing a release stipulating he'll get the money if he promises not to sue.
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The long and the short of this problem's solution is that you should tell the employee to go home or anywhere else, but he simply has to leave the premises if he's not authorized to work.
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I totally agree with Mike's "controlled reaction" description. Diversity training would be an excellent opportunity to get your employer's diversity/tolerance policy out front and center. Also, it'll give employees the chance to vent, get their con…
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You may want an outsider to audit your EO Central File. Also, if you're a government contractor, the OFCCP conducts facility "walk-throughs." Have an outsider accompany you on a walk-through. He/she may see something you've over looked. A look at…
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Unless you have a problem with employee's returning from LOA being impaired, I wouldn't bother. It's my experience that if you're ever called on it, the best defenses or reasons for drug testing are laws/regulations requiring it and business necessi…
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Frankly, there's nothing stopping the former employee from filing a defamation suit, but for her to prevail I believe she has to show she suffered some sort of loss. It seems to me the folks who fired her are bushleaguers and this shows what can hap…
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I agree with Rockie. You can really put yourself in a corner. I'll ask this question again: Do you really want to treat a model, 20-year employee who suddenly has disciplinary problems in the same fashion as one who's been with you a year, has th…
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Thanks Gillian. Yes, by all means change it!!!
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It seems to me that if this employee does not have FMLA protection and she has accumulated the points needed for termination, you have no choice but to fire her. Not to do so could expose you to a gender discrimination claim. The pregnancy act shou…
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We're a local government and do not routinely volunteer explanations to off-the-street candidates. If we receive an inquiry we simply say that a more suitable candidate was hired. If they ask for specifics we do not provide them. It may sound cold b…
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If this employee was describing illegal bidding practices regarding a government contract, he probably has whistleblower status. If so, terminating his employment may bring you BIG TROUBLE, particularly from the Feds. Be very careful!!!
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Based on my new understanding of the Uniformed Services Employment and Reemployment Rights Act (USERRA), employees on active duty continue to accrue seniority. Therefore, if PTO is connected to seniority they continue to accumulate it.
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Untill you receive indications the divorce is causing problems in the workplace, there doesn't seem to be anything you can or should do. Just keep your ears open.
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One over-riding reason to let the good ones return is that they will save you training dollars.
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We're a local government and we're giving employees time-off to donate blood.
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Bravo!!!
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Jmaes, Thanks for the information on USERRA. It is indeed timely. I have several questions. I believe I know the answers but one can never be to sure so please indulge me: 1. Am I correct in assuming USERRA is unpaid leave? 2. I am a local gover…
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We here in North Carolina extend our condolences and sympathies to those who may have been impacted by this terrible, terrible tragedy. As a nation, regardless of national origins or political stripe, we must and we will stand together and embrace …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-11-01 AT 07:10AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 09-10-01 AT 03:07 PM (CST)[/font] I recommend that you dismiss the employee for falsifying the information on his/her emp…
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The lack of a written policy doesn't mean you throw reasonableness out the window. Just be careful and make sure the decisions that are made are reasonable and business-related.
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Food for thought: Don't have a written attendance policy thereby allowing more flexibility in such cases. Example: Would you want to treat a model 20-year employee who suddenly develops attendance problems in a similar fashion as an employee with s…
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There's a whole lot you aren't saying. Why was the employee suspended? Is he/she exempt/non-exempt? Is this an administrative leave situation pending the out come of an investigation? What gives?
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I agree with Mike and Down-The-Middle. If it isn't a workplace situation or an employer-sponsored event, there's little, if anything, that you can do.