Gillian3
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- Gillian3
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Comments
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I doubt that you find many who would pay extra for this. It is good that you are getting tuition reimbursement. It's the dues you pay for wanting to get ahead.
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Now that I know that it is the "n" word, I vote for the harshest penalty short of termination. This guy should know that the next time is "out".
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If this is the first time, I side with the managers. Termination is a tough penalty for a first offense of this nature, especially for a long service employee. Depending on what was said, suspension without pay might be too strong, but not knowing…
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These are the factors that you have to work with. Normally, exempt employees are paid to do their job and extra work is extra work - no pay. There are times when it is reasonable to pay extra, when a project demands a lot of extra work for an exte…
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It is probably impossible to reach a point where managers keep no employee files. The best bet is to educate the managers that their files will show up in court just like the official ones in HR so they need to be careful about what they put in the…
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It makes no difference. The majority of resume's that I see have two pages. Having just reviewed a bunch of resume's for an HR position - here are the results. Twenty were two pages, four were four, one was five, and one went on forever and I qui…
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If you can afford it, don't. If you need the money see if you can work from home so you can avoid the pain in the bohunkus.
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Getting personal are we?
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Correct - that's what Hatchetman said - evaluate the circumstances and then do what is right.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-21-04 AT 10:07AM (CST)[/font][br][br]Re. "waffling with the smell of cash". No, Don, I don't. You don't last as long as I have as an expert witness if you aren't a straight shooter. The only thing …
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No,Hatchetman - we must be wrong. A policy is a policy is a policy. No discernment necessary. Whew! it is going to be much easier now.
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Yes, maybe it is probably a California thing but I suspect not, and I shaved this morning so am not bristling. There is probably a connection with "at will" to be found here. We in California are used to a pro-employee definition of "at will" so h…
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No, the hearing will be about why the 20 year employee was not given some sort of credit for 20 years of service and why was it necessary, under those circumstances, to terminate the individual.
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The idea that a short term employee and a 20 year employee should be treated alike is ludicrous. A 20 year employee who is suddenly missing time warrants extra attention, extra counseling, whatever. The 20 years is worth something and to do otherw…
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If you can find enough candidates to do the work as a test, you won't have to hire anyone at all!!
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If the general manager is out there with the group, you should first talk to the GM and tell him/her what the effects are. Then, get the GM to get the group back to where it should be.
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You work in an environment where these interactions would be expected. In the secular environment, where there are different religions, we must try to create a workplace where there is respect for all - sometimes that creates a situation where some…
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I don't think that there is any way to turn this into a sane environment if the CEO wants it insane, or perhaps force you to leave. The usual options apply - talk to him and try to figure out the why, complain to the Board of Directors (that usuall…
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My conversation with a former HR staff person went something like this. I trust you but the fact that you maintain a relationship with "X" creates a concern everytime I share something with you. As you know, "X" seems to know everything before any…
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No, it is just a disruptive event like all the others we have to deal with. I suppose it could stretch into an issue if the manager insisted on closing every meeting with this employee with a prayer, knowing all along that it wasn't acceptable. Th…
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Talk to the manager and help him or her understand that not everyone believes the same way and that the ending upset one on the staff members. Hopefully, the manager will want to apologize for the assumption that was made and even more hopefully, w…
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I really don't have anything to add to this since I haven't run into the situation. It makes sense to me, though, that you would expect an employee to clue an employer about the situation ahead of time, especially when the work has safety concerns …
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Ben?
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Well, now that this has morphed into "at will" I guess I will weigh in. "At will" does protect employers, but is only the first line of defense, subject to how each individual state views "at will". California is not the only state, by far, where …
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Would your question be the same if the tract was as excerpt from the Koran or a pro-abortion pamphlet? If a complaint were made about those and you would remove them you have answered your own question.
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OK
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Here is my attempt to explain. There are different interests between Finance and HR. HR is not about FMLA, workers comp, discrimination etc. etc. but to understand where the company is going and to put in place the people programs that are needed t…
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The person I referenced as "wonderful" would have been just as superb as an HR person as he is a finance expert.