Gillian3
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- Gillian3
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How about a goal of conducting to survey to find out how HR is meeting the HR needs of the organization. You could interview management or use a questionnaire and ask the critical questions. What are your HR needs? How are we addressing those need…
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I think that this falls under the category of "---- happens". Until he transfers the abuse to the receptionist there isn't much that you can do, other than to try to resolve the issue the same way as you would if two other employees were at their t…
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If you can work around the restrictions, work around them. You also have to consider who you are and the rap you might get from your other employees - they will help all the clients, but if one of us has a problem they are not here for us.
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Since personality is such a big factor I don't know how someone outside of your company can give a good answer. I guess I would try to predict how this person would react in a lesser job reporting to someone else. You certainly don't know what the …
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If the company likes the committee approach it will take time to make the change and, given your short time there, should not be on the top of your agenda. Prove your worth in other areas then suggest modification. When that time arrives you can a…
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To understand the legal piece you need to find out what state law that you might have that would deal with this type of action. Looking down the road as to what might happen if you take the action that is proposed - taking away a promotion might re…
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Cheers!
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True, but as described this particular set of circumstances doesn't rise to this level.
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Unless there is something here that we have not been told, there is nothing that the employee can go to court over. It is nothing more than a manager who does not understand that personal vendettas have no place at work and who proceeds to exercise…
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It is fortunate or unfortunate, depending on one's point of view, but a "hostile work environment claim" does not exist without a tie-in to one of the discrimination laws.
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If you can't convince the manager that it costs money in terms of lost productivity when she is conducting a vendetta and if top management can't or won't support you, I don't think there is much that you can do. There isn't any regulation which pr…
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No, it seems a straightforward performance counseling/explanation of why things happened the way they did. I think it is wise to find out what these things are that are bothering her, but no employee has the right to work less hard in retaliation f…
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Maybe it is, maybe it isn't, maybe it is just bad behavior, won't know until the investigation is over.
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Also true, however, the post says that there was an allegation and an intent to go further, because the question was posed - what if he denies it. The investigation wasn't over.
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I'm with Crout on this one. The post asks how to respond to the "allegation", which implies a complaint was made. There is no alternative other than to investigate. Even if the incident was a one-time event it was in extremely bad taste, with a s…
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If you end up with a "he said/she said" situation go through the "I don't know but if you did" routine. Describe what would have happened if you had the evidence and what the penalty would have been. Suggest that it would not be a good idea for so…
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Well, I do remember having the sniffles sometime in June, 2000 and I guess it was on the 17th if you say so, but for the life of me I can't remember whether I went to the doctor or not. Gotta go now, I have a plane to fly.
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The apology ended it. It's over.
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It doesn't make any difference how irritated everyone is, the approach should be the same as any issue where an employee is not performing to expectations. It is the managers job to do that, with HR assistance if necessary.
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I doubt that you can do much to improve morale or motivate people who are about to lose their job. Some employers get a little bit of what they would like (continued good work) by offering a bonus to those who stay until the end.
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Most organizations have some infractions that warrant the ultimate penalty - loss of job. The types of infractions vary from industry to industry and from company to company. I expect that endangering someones kid reaches that level for this organ…
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It's just a payroll practice, not too common but does exist. There is the salary and then there is the adjustment, up or down, depending on hours worked. If it is explained that it works both ways and reminded occasionally, it will work.
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Not even in California.
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That's - regresar pronto a la maquina, por favor.
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Type this up and show it to the other employee and see what happens. Por favor, es necesario hablar con (name) solo porque es contra la ley cuando algo persona de la compania habla de cosas privadas, por ejemplo la cirugia, con otras personas. Ple…
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How often, and why, do ghosts go on tours?
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No, it is not wise. With all the safeguards in place, the only people, other than you, who know everything about everybody else's performance will be the IT Department.
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The responses which stated that length of service etc. can be factored into a decision are correct. Equality of treatment does not mean that everyone gets treated the same no matter what but that everyone in similar circumstances gets treated the s…
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The actions were too flagrant to take into consideration length of service, past good service etc. etc. Terminate.
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I think that it is no, no and yes, in order of your questions. There is nothing more than good common sense pertaining to compensation in deciding what to pay exempt employees and if you want to give them a raise you can. The reason stated though,…