Gillian3
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My first impression is "no" for the reason that you mentioned as well as the wide range of approaches that companies may use in how they resolve issues. Another reason for a "no" is that many companies don't even bother to deal with the issue, so t…
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But since the elected Town Hall member is not an employee, the HR harassment possibility is pretty much limited to those situations where 3rd party harassment is part of the policy, such as sexual harassment.
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No, it's politics. I suppose, if the potshots reach the level of defamation of character, the Chief could sue the member, but it probably isn't at the level. Maybe the Chief can donate to a recall effort.
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As I understand it, it is a malady which has started in Arizona and has made it's way Northeast to Minnesota. You should probably stock up on Depends just in case.
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There is no maximum limit, except for pilots and a few other jobs, where there are regulations which trump Title 7. You can enforce performance standards so long as they are enforced equally. You can also offer an early retirement program, but one…
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If you want to move ahead, and only do so if you have top management support, obtain the assistance of a labor attorney. It sounds like you have a big problem, and with more than just one under-achieving employee.
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I think that you are number 225!!!!!!!!!! The additional reviews would be the number of job sites that would be reviewed for a multi-establishment employer - the biggies.
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Part Time and Part Time - Benefits eligible. I ran into that somewhere but don't remember where. I think that a lot of companies don't make a distinction, at least pertaining to title, but say something like "part time employees who work X hours w…
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He doesn't want to work for you under conditions that are your prerogative. Accomodate him, but make sure that you do what Mark suggests.
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I agree with third party administration, especially because of the potential for problems. Be thankful you are out of the picture - you don't want more reasons for managers to avoid HR. Having an administrative assistant work on this is silly - it…
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I asked the recruiter and he says that on-line works best for admin and professional positions - using the the unemployment, own website and reference to site in other ways. Monster and the other general sites aren't very productive, but most of th…
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Perfect.
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One of the things that is often missed in testing discussions is that employment testing regulations specify that tests, in order to meet validity standards, must specifically measure the knowledges, skills and abilities for the job in question and …
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You will find that testing has been discussed on this forum many times, so you can research testing in general. You would be best off to develop something specific for your company as Marc has described, then you won't have to worry about whether o…
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I don't think that it is an issue of not wanting to save him. At this point, there is nothing to save, because he has not identified himself as having a problem. It is also a legal issue if an employer makes judgements about perceived disabilities…
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You aren't missing anything, and if you get a bunch more requests, as suggested by Crawfod, then you have a conspiricy and you can deal with that. Chances are you won't.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-27-05 AT 12:41PM (CST)[/font][br][br]Ditto. Since Geno and I posted at the same time, the "ditto" applied to Don's post. There are no legalities dealing with your situation, so company policy govern…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-22-05 AT 12:02PM (CST)[/font][br][br]I think that you should, that way you can give him an opportunity to change his behavior without creating a big deal from his manager. Hopefully, he will apprecia…
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Don't wait for a complaint or a lawsuit. Go talk to the guy about the perceptions that exist and the problems that will occur when a complaint is made. Give him an opportunity to correct the behavior.
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You will have to help me with Kangol hats, ganja and blunts. I live in a bubble.
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I have a few extra reams of paper that I would be happy to sell to you for less than several hundred dollars a ream. Let me know how to ship it but I would like the $$ first since you are not an established customer.
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As noted, all states except Montana are "at will". The issue is - what kind of laws have been passed in other states, which detract from "at will" and how state courts view those laws. Some are more employee oriented than others, probably a reflec…
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Take great care. Many of the instruments that are used were'nt developed for employment purposes but for counseling, aptitude testing for inmates (true) and for other diagnostic purposes. The test subjects were may not have been typical employees,…
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Que lastima! Oh, one more thing, nivzix. If you hear what Gene suggests, run the other way.
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Learn Spanish. The employees will respect you more, you can catch them saying stuff that is inappropriate if that is what they are doing, and your HR credentials will soar. Actually, they are probably talking about their kids.
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You need to get your attorney involved, pronto. You have potential FMLA, ADA and age discrimination issues.
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If you haven't already, read the post from Lorrie and responses. The issues are similar.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-08-05 AT 11:10AM (CST)[/font][br][br]You get to decide how much absenteeism warrants termination and reasonable will vary from employer to employer. Before you do that, though, think about the compli…
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Yell "April Fool"?
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Yes, unless your state has a law making that illegal. You can do a forum search and find lots of information on this topic.