Gillian3
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It really depends on the individual. I have had nightmares and wonderful. There are finance chiefs who understand HR, but I think fewer than the nightmares.
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Barge ahead. While there are differing opinions about the value of incentives for safety (along with other things) do what works for your company.
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None
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True, but sometimes the behavior of a manager creates employee responses that are inappropriate. That may not be the case here, but maybe so. Interpersonal relationships usually have two or more sides.
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Yep, mandatory means mandatory. With all the stuff that people have to deal with outside of work, though consideration needs to be given to childcare issues etc. etc. and a compromise worked out if possible. If not, turnover will be the result. I…
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There have been cases where scenarios like this have created lawsuits, but they typically involve people moving for a new job that has disappeared, being enticed to leave a former employer under false pretenses etc. Yours doesn't sound like these s…
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Don't know how I missed this thread. The fact that the COO or other salaried people are off is not a violation of anything - just common sense. If they are off too much because then they are getting paid full time for a part time job. The FLSA and …
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My rule of thumb is to never post on posts that seem to be posted solely to keep the post posted and the posters posting.
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Since you don't know why this is occuring and haven't asked the employee it is premature to discipline in any way. You need to ask him why he is doing this first, then tell him that it is not appropriate because -----. I doubt that it has anything…
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Jeez, religion does create a dither doesn't it. Less disciplined people actually go to war over it. Anyway, my practice has been to ignore statements, group meetings etc. unless a problem occurs, at which point I deal with the problem. The last o…
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This topic has been a subject on the forum several times so you can find a lot of opinions by doing a search. Requiring that English be spoken at all times during work is not generally a legitimate work requirement except when it is required to do …
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No, Don. It is 49. Remember the "country within a country"? California doesn't mandate whether or not an employer provides vacation but when they do they must follow certain regulations and are not totally free to provide it as they see fit. P…
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Yes, you can, because vacation rules are the choice of the employer. What you describe is fairly common, I suppose in the interest of having employees away from work as little as possible. The downside is that employees may prefer to be away at so…
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Marc is correct. You need to research how many other instances you might have had where employees were provided additional leave within a one year period. This person has to be treated the same as you would treat others.
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If you can avoid it, avoid it else you will be the party planner from now on. I don't know that you will find any policies dealing with this - it seems to be a function dumped on HR because there isn't a better place. Maybe you can try to change t…
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Life goes on and the work gets done, and will whether A or B or both get hit by a truck next week. Don't obsess over this. Nothing else to add - the others have said it.
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You should have something in the handbook - maybe combined with your "we are an Equal Employment/Affirmative Action employer". If you are audited you will have a statement at the next revision because that will one of the agreements you will make.
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Don't spend a lot of time berating yourself over what you might have done better, just go forward. A couple of pointers, though. If the argument with Z involved "protected group" stuff, particularly if instigated by Z, you should be careful how yo…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-26-04 AT 03:36PM (CST)[/font][br][br]Don - my goal is to keep the blood pressure high for others.
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Maybe your place of business sends blood pressure up the wall? So long as the employees are taking their own blood pressure with those over the counter devices and the HR person is not giving advice I guess it's OK, although I would be concerned ab…
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If this shows up as somewhat of a duplicate, please excuse - the response that I did an hour ago hasn't shown up. Anyway, the bottom line to this one is ethics - yours and theirs. Is this the first time that you have had an ethical dilemma? If so…
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The bottom line to this one is ethics, yours and theirs. Can you live with the ethical lapses, or not? Have their been other ethical issue that you have disagreed with? Are there other violation that you know about which are more serious that wage…
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As the others have said, there is no equivalency. The key requirement is the knowledge, skill and ability it takes to do a particular job and that comes from a variety of sources, including education and experience.
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Yes, you could pay a lesser wage for work that is different, however, you should think of the effects of doing that. Does it make sense to have this person making $6.25 to sweep up while others are making trucker wages to do that? In how many inst…
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Another California response. The issue is "willfull misconduct or a mistake". The employee will say mistake. You can take your chances or you can discipline the employee for carelessness.
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I think that the bites are more likely when employees don't have copies than if they do - if for no other reason that resentment that they aren't given a copy.
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I don't have any ugly stories other than opinions, in general, about performance appraisal and that is ugly. Back to your question, employees should always be given a copy of the appraisal, just as they should receive a copy of a corrective action …
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He's the boss so yes, he can ask. These are the options - you can tell him ask her himself since the issue was between the two of them, you can ask her and tell then you tell the boss that she is uncomfortable writing a memo so he should contact he…