Gillian3

No, that would just alienate the kids. Tell them not to do it again or you will have to notify the school and maybe the parents.

in Checking out Porn sites Comment by Gillian3 March 2005

No, I'm not. It's just semantics. We are saying the same thing.

in Supervisory Alienation Comment by Gillian3 March 2005

Unfortunately, civil service protections do make it more difficult to deal with issues, however, to do nothing because of the difficulty is a copout. In this setting, one must understand the appeal process and document to the detail necessary to ge…

in Supervisory Alienation Comment by Gillian3 March 2005

Now that's a question to ponder. Maybe the hires aren't based on questions at all.

in Questions Not to Ask Comment by Gillian3 March 2005

Another way of dealing with this is to say that anything job-related is legitimate and define what "job-related" means.

in Questions Not to Ask Comment by Gillian3 March 2005

He brought it up, you can ask what it means. find out first, it may not have anything to do with him. Even if it does, it doesn't mean that it would impact his next job.

in Left last job due to "legal troubles"? Comment by Gillian3 March 2005

I would hire the person, unless he was dishonest on his application, then it would be falsification and dismissed.

in Conviction More Than 7 Yrs. Ago Comment by Gillian3 March 2005

Finally, attempts to enforce secrecy will create rumors about what the company is trying to hide and speculation about how pay really is. It's not worth the hassle.

in Pay Secrecy Comment by Gillian3 March 2005

Actually, what lnelson describes is a good accomodation for the need. It also conforms with California regulations which require accomodation unless there is a business reason why it can't. If you don't have a state regulation then it becomes a bu…

in Leaving work to breastfeed Comment by Gillian3 March 2005

This occurs everywhere, but it is only a problem if you consider it to be one. You can certainly tell employees that phone calls during work hours is for work purposes. You can't control lunches, but you can say, when you hear the gossip - where d…

in What should I have done? Comment by Gillian3 March 2005

We shouldn't hire anyone who is sick, has been sick or will be sick in the future. That should take care of everything.

in Smokers Comment by Gillian3 March 2005

The detail appearing in policies is very much a style issue and that varies depending on the organization. Some have lots of detail because the detail, theoretically anyway, reduces questions. Some are very basic because they are intended to be gu…

in How far should your policies go? Comment by Gillian3 March 2005

There is no law that would prohibit your hiring a sexual offender, except for those places where licensing would be an issue. The two things that you should consider is "negligent hiring" and employee morale. Negligent hiring comes up when someone…

in Employer Responsibility - Hiring "Sexual Offender"? Comment by Gillian3 March 2005

Yes. They will do what they call a cohort analysis. They compare employee's who they consider to be somewhat equal in terms of experience and qualification, by race and sex, in order to determine whether their progress in the company is somewhat s…

in on-site OFCCP audit Comment by Gillian3 March 2005

I don't know why your experiences are different than mine but I accept that as what it is. Neither position is logical or illogical, it just is. Maybe it is due to different investigators that we have encountered, maybe because we are in different…