Gar
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Thanks for the explanation.
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Good lord! I had no idea this could be so complicated. But, what's suggested makes sense. After all, someone from Austria could get ticked-off if he/she was referred to as German simply because of the language and racial similarity. I think the te…
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Assuming he has no previous felonies (disciplinary actions), I'd give him some time off without pay to think about. Given the possible ramifications, this is quite serious.
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I agree with Gerri. The fact that he is in treatment gives him ADA coverage. However, ADA does not protected him from testing due to reasonable suspicion. Moreover, DoT regulations mandate random drug and alcohol testing. So, if you reasonably sus…
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If English-speaking capability is an essential function of the job, you can deny employment to persons who do not speak the language. Would you hire a non-English speaking person as a domestic telephone operator, a dispatcher in a 911 call center, …
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If you can, simply try flex-time. Give the employee an extra 15 to 30 minutes in the morning and he/she makes it up at the end of the day.
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Let me add disabilities. Stay away from such questions even if a disability is apparent. If the applicant brings it up, you may ask if an accommodation will be necessary. The key is to not treat disabled applicants differently than those without d…
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Arrange a meeting and have a serious talk with this person. If that doesn't work, go to the person's boss. If that doesn't work, find employment elsewhere and quit. If he/she is as good as you say, you can bet he/she isn't going anywhere so you'l…
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This may not be related to the question posted, but our Transportation Director recently took a workshop on U.S. Department of Transportation (DoT) regulations. This is what he shared with me. 1. DoT regulations require the supervisors of covered …
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OWBPA?
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The employees are chosen by management. One is usually a supervisor from a department other than the complainant's. The second is an employee from the complainant's department. The third is a person similar to the complainant (age, occupation or …
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In a manner of speaking we have something close to binding arbitration. I work for a local government and if someone claims discrimination (race, gender, age, etc.), a three-person employee panel hears the parties, examins evidence then decides bas…
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In a previous HR assignment in private industry, we gave former employees copies of their personnel files upon request. We reserved the right to charge a fee for the copies. I also recall an instance in which our attorney advised us not to give an …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-16-01 AT 04:05PM (CST)[/font][p]Lulu, I'm a guy and can understand your frustration. My sensitivity to women's issues came about as a result of my love for my wife, mother, sister and daughter. It …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-15-01 AT 12:55PM (CST)[/font][p]I would: 1. Tell the employee the reason for the meeting (supervisor's request). That way the cards are on the table and there are no hidden agendas. 2. Explain th…
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I agree with PMI. This seems to be a performance and possible ADA matter. Deal with it as such and save yourself future headaches (age discrimnination complaints, etc.) regarding mandatory retirement. This isn't an easy way out but it has the least…
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It seems to me that if you aren't meeting your AA goals, therein lies your argument to management. Depending on the type of work you are hiring people for, consider sending hiring notices to local churches frequented by people of color. Moreover, …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-08-01 AT 10:55AM (CST)[/font][p]In a pervious HR assignment we called them "upward evaluations" and "360 evaluations." It was conducted by an out-side firm and performed annually. Briefly, the rules…
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I've just completed a random testing procedure that's being reviewed by our legal counsel. I work for a local government entity in North Carolina. The only employee "test population" we will subject to random testing are: 1. "Safety Sensitive Emp…
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Steve and James have valid points. Unless your group insurance policy dictates otherwise, I say leave the poor guy alone.
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Sounds like a cool idea and appears to be a money saver. I'm no lawyer but it sounds like you've covered all the bases. To play it safe, get the views of a labor/employment attorney and talk to your state's department of labor.
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Margaret, Very good advice. One question. Can an employer disqualify a candidate who failed to sign and date the application form in the spaces provided? It seems I read somewhere (many, many moons ago) that such can be done.
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Stick to the language in your handbook and leave well-enough alone.
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Although I agree with down-the-middle, I tend to be a bit more blunt when managers act obnoxious - they should know better. If I confirm that the manager's conduct is as reported, at the end of the speech suggested by down-the-middle, I'd look the …
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Down-the-middle's suggestion could work. I too had a similar case in a previous HR life and the employee tired of shooting off his mouth. However, there were situations that arose whereby several of the employee's supervisors tended to treat the em…
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An awful lot can happen in 18 months. She may now be qualified. Assuming you do not have a particular candidate in mind for the job, what would interviewing this person hurt? Who knows, she may surprise you.
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Goes to show that ye old double standard is alive and well. I've counseled numerous people in similar situations. My advice to them, in most cases, is to simply tell the person to "get over it" and if they don't like it, seek employment elsewhere.…
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Two points and a high-five for you, Margaret. I've worked for some of them too.
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Well Theresa, you could very well have a point about us gorillas but when I reflect on some of the females I've worked for, Alcott's "Little Women" comes to mind. It's Friday (smile).
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[font size="1" color="#FF0000"]LAST EDITED ON 08-21-01 AT 07:37AM (CST)[/font][p]Mike, I've just about finished Terry McMillan's "A Day Late and A Dollar Short." Essentially it's about a very dysfunctional family. It's making for good and interest…