Gillian3
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Comments
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6, same as HRinGA. I think that the number of holidays is heavily impacted by the type of industry - some work more during holidays than others.
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Jeez, maybe we should have just joked about it like Balloonman and Mark. Nowhere in my post, nor Smace's, at least that I can see, does it say anything about winking and nodding.
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I agree with Smace. I think that most employers would view someone bringing pornographic material and stashing it in a desk as bad conduct, but would not terminate on the first offense - probably the second, especially if no one, other than the sta…
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My opinion is to apply your IT policies - inform him that they will apply on company time. I think that you are stuck with the personal stuff since it wasn't done on company time. Also, tell him to take his laptop home and give him a company compu…
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I agree with Pork. Your best bet for quality applicants is to contact the professional group to which these individuals belong. Some groups have someone who is assigned the job of coordinating with employers and can hand out flyers at meetings, et…
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I agree with the others. You have put up with the behavior for 20 years. Plan six months more to explain the changes that MUST take place, document what happens, document disciplinary actions if necessary, then terminate if necessary. Due to the …
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I think that it depends on the circumstances. One of the factors that enforcement agencies will look at will be whether or not your recruiting is wide enough to attract a diverse candidate group, so if there are areas which might be deficient, restr…
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I don't think so. Perhaps the state posters if laws are based on an individual workplace and the three doesn't reach the amount necessary for coverage.
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Agreed. Just be simple in response and let any charges go forward. You have already investigated and found nothing so not to worry.
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While I do not usually suggest going through the motions it might be a good idea here. If there is a lot of common friendships or interaction between people at various organizations so that people know each other, it might be best for relationships…
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The key to this is whether or not the "friends" understand how your job will interact with the friendship if something happens. These are senior people so, if they are politically astute, they are operating the same way you are. If the roles were s…
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Legal discrimination is based on race, sex etc, etc., so decisions based upon pay usually won't be discriminatory unless someone can show that the decisions are negatively impacting a particular group but not others. It is also not discriminatory t…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-21-05 AT 03:51PM (CST)[/font][br][br]I don't know who does this, but this type of service is becoming rather common, especially after the advent of Sarbanes-Oxley. It provides an opportunity for empl…
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I agree with everyone else. There is nothing to be gained by refusing to pay for the time other than a few $$. The message that will be sent to other employees has already been stated. It's not worth it.
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I agree. Supervisors and managers are the problem and should bear the penalty. Your company is already being penalized. One of my opinions, after almost 40 years of messing with this stuff, is that late reviews are one of the primary causes of mo…
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No, unless you are in a union environment and the employee is a union member.
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Find your other job as soon as you can. The overwhelming chances are that the Board won't give a rip and will support the CEO when he fires you.
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Kind of summarizing what has been said, I think that you have the right to discuss retirement dates with him since he has raised the issue. The problem will be the line that is crossed when you start deciding for him. That is the point where he co…
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Put this in the perspective of your agency. If your clients get wind of this and it would be negative, dismiss him. Don't think that phone conversation is going to keep stuff from happening. I am aware of one situation in my experience where some…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-04-05 AT 11:07AM (CST)[/font][br][br]Before you use a canned test, review the several threads that exist pertaining to testing. My recommendation is that you get together with your engineers and put …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-03-05 AT 02:06PM (CST)[/font][br][br]I agree with Parabeagle, however think about where you have real control and where you don't. Stay away from turnover - many people leave because of poor manageme…
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It is not unusual to have supervisory and non-supervisory positions in the same pay grade. I would stick with the traditional definition of a supervisor - someone who assigns and evaluates work and either hires and fires people or has significant i…
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The Ca. two hour training requirement applies to supervisory employees so it may not apply to your agents. There is an expectation in Ca. that employers are proactive and take steps to prevent harassment so the stuff that you do anyway is good. An…
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You can find several previous threads on this topic, with responses divided into two groups - those that think any medication of any kind should be banned (liability) and those that think providing basic stuff is just common sense and those that thi…
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You may get zero response. That will validate your concerns about the Admin. Assistant which I now remember from an earlier thread.
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The process was conducted by a consulting firm. All responses were anonymous and reported to the consulting company. My view of the whole thing was that it was a waste of time because nothing was done afterwards. Information got out which indicate…
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I participated once, as an employee and thought that it was wonderful. I don't think management was quite as impressed. This idea is a valid one, but requires an organization that is open to employee input and will do something about it when they …
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[font size="1" color="#FF0000"]LAST EDITED ON 10-25-05 AT 11:00AM (CST)[/font][br][br]True, if the employer wanted to act on information that could be completely invalid - see several of the earlier posts. It wouldn't be the same as someone falsify…
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Ah, the old "if something happens once, change everything" syndrome.
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And if an applicant answers "no" does that mean that they will never be a problem?