Gillian3
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Ditto - I think escorting is OK, but not a lot - only when there is a real reason to expect a problem. The majority of employees leave with good feelings about the their workplace - why change that on the last day. Further, other employees watch h…
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Just a comment about the census data referenced by HR Calico. I used that site for a plan that I worked on a couple of months ago. I think that the site is very good if you have a small company where you can get by using EEO-1 job groups. I don't…
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I agree with the others. Most employers don't get concerned about a male and a female working alone unless there is a supervisor relationship, and then the concern wouldn't arise unless there were more than an observation of one meeting. If you do…
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You have set your policy by the way that you deal with PPO, so no. If it were me, I would accept a change in resignation date, providing that the person added some work days.
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Sorry, this is California. There are labor codes which say that an employer can't control or direct political activities or affiliations of employees, nor coerce any political direction based on threats to employment. An employer can control disru…
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OK. This is where HR TN gets to decide what is most advantageous - getting the acknowledgement or creating a situation where the employee gets irritated because she thinks the company is overboard. It all boils down to the assessment of whether th…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-25-05 AT 02:03PM (CST)[/font][br][br]In my opinion this raises the issue to a higher level that it deserves. There is a legitimate concern about others this person may have harassed. This is where T…
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No. The alleged harassment, whatever it was, was taken care of by the employee. There is no point in forcing an investigation over something that has been resolved. Your notes will be helpful if something comes up in the future.
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Are you sure that unions are the single largest factor? In the 1950's, when the unionized work force peaked at around 35% of the US work force, employers paid for retirement benefits and health care insurance for employees and dependents. Those be…
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If a new job is 65% higher, there isn't much you can do to retain the person. If the 65% is the same job at another company, you may have a salary issue at your company. If it is in a different field, that reflects nothing more that some fields pa…
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I think that "or what" is the answer. My opinion is that there are so many competing interests and the employer is just one. Sometimes employees leave for money, but maybe that is driven by family needs, need for better insurance because of illnes…
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I have a grandson changing planes in Atlanta about that time. Could he drop by for a free meal?
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This is not heat, but just my opinion. I think that most people view migraines as just another headache and it is frustrating when it is hard those who have them to get others to view it any other way. I also think that the personal history is sha…
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I don't have personal experience, thankfully, but there is a reason why FMLA regulations, in the description of illnesses which do not qualify, has "except migraine headaches" in parenthesis after "headaches". Marc has said why that is.
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Only if their religious beliefs are otherwise. I doubt they would faint dead away but might be p-----.
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No, just don't send them the cards.
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You might want to do a search. This has come up before. My concerns have to do with privacy and whether or not it can be maintained when others have the information. I know of one situation where an employee was stalked and murdered by an ex. who…
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If what you describe actually happened, then maybe so. What is described is an HR person getting a little hot under the collar and the employee walking out. In the unemployment context the hearings officer might consider the employer as being the …
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Maybe so, but it still doesn't rise to the level of constructive discharge. Ask any attorney.
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Quit/Resigned. This isn't constructive discharge - that takes abusive conduct, intended to make someone quit, and which is to the point where the typical employee would also quit.
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Agreed, again. The post didn't make clear what the complaints were about. Some things deserve complaints, others are just complaints about nothing. The former need an outlet, the latter some control.
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Agreed. Further, if you set up a culture of "don't complain" you won't get one when it would be nice for someone to clue you in about something you would really like to know about.
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Don't get caught up in semantics. Most HR people, and some HR, still call it pre-employment because those were the words for umpteen years, but we know what it means. Just tell applicants that the offer is contingent upon passing the physical. Ab…
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Ditto to all. Don't demote, he would make life miserable for the new supervisor, and end up being dismissed for that.
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There is a lot of difference between offering this kind of assistance and inquiring into diagnosis. The legal advice which you received is an example of the very conservative, take no risk approach - which is their role. We listen to that and then…
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An equally old adage is - " A company that deserves a union gets the union it deserves."