Gillian3
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Comments
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In the situation described I view "opting out" as being appropriate ONLY if this is expected to be a one time event. If the business is expecting to continue to specialize in non X-rated material it would be unfair and a major blunder not to allow…
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This reminds me of going into a company years ago pertaining to conducting harassment training. I was warned ahead of time that it was "different". They manufactured cheesecake photo's (in various stages of undress) and the product was all over t…
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If the employees won't talk to management and can't talk to you, they will talk to someone. The someone may be a union representative, the EEOC or others who WILL listen. If management doesn't understand this and you are unable to educate them, fi…
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There is no middle ground. Your mother either has to put up with it because nothing will change, no matter how many times she mentions the issues, or do what Larry suggests - take 'em on with both barrels.
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This issue has been hashed out numerous times on the Forum. The two camps are - why would you not share since the attorney will just get a subpoena anyway and the other is - since an attorney is asking it is adversarial already so why cooperate. Y…
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I don't know the status, but the background is that state labor regulations require that companies that require "uniforms" buy and maintain them. As far as I know the enforcement agency still sees this sort of requirement as a uniform, notwithstandi…
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Nah, my opinions don't come from academia, a brief four years out of many, but from interpreting OFCCP auditors audit AAP's in manufacturing companies. Guess it goes to show that OFCCP auditors interpret their regulations differently, just like all…
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Correct, if we interviewed them they are an applicant. No point in belaboring a grey area either, but why interview an unqualified applicant.
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The bottom line is that your definition of someone who is qualified and the definition of someone from the OFCCP will be different. They will assume "qualified" when you know they are not, therefore, the goal is to minimize the number of these indi…
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Start by defining an applicant as someone who is qualified for your jobs, then start using specific application or resume acceptance periods tied in to recruiting activity. Put unsolicited resume's for individuals who aren't qualified for your jobs…
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Well, you did get a couple of responses that indicated something other than "just let them go". In general, I agree with "just let them go", however there may be an occasional good reason to accept the retraction and let them stay. Look at all the …
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Regarding the comments about we're going to be seen as the bad guys no matter what - it really depends on how we do the rest of our job, not just the disciplinary stuff in isolation. If we are viewed as somewhere to go to get a fair hearing, are kn…
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I agree. Supervisors and managers should manage this process as well - it's their job. Our job is to train them to make sure that they know the process and can be fair. We step in when the exceptions occur and are available to help the supervisor…
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Since this is an employees day, why don't you have the employees come up with a theme and plan the whole thing? HR could facilitate to make sure that the event goes well and pigggyback to take care of the HR stuff you need to get done, but like Cro…
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10 days is fairly standard. Government employers tend to be more generous.
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This is an area where everyone knows that it is a good idea, but day to day business demands take over and not much gets done. Succession planning is not like a training program with scheduled dates so attendance can be planned. It is a long term …
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I agree with everyone who questions why we need it. We don't, the "whatever you want to call it" is nothing but tradition. The only benefit is that because of the tradition, believed by employees that it has some sort of legal standing, is that som…
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Don't forget to close the loop. Tell the employee what happened and say "what gives". Maybe someone in the doctors office hasn't updated the files to reflect the employees visit and they are in error. More than likely the employee won't have a re…
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Whether the requirement is discriminatory or not is dependent upon whether the job requires bi-lingual skills to get it done. If the job has been getting done without it then that argues that it might be discriminatory. On the other hand, given th…
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Don is correct, apologies do need to be made. I now realize that phillies are not junk food like twinkies, they are a sandwich - philly snake or something. No, I follow the "do something every other decade or so" Angels, but interest arrives gener…
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And the "phillies"? Isn't that some sort of fast food like "twinkies"?
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What's a Jim Thome?
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If you don't have some consistent program to allow employees upward mobility, you have the "secret promotion system", where someone is promoted into a position no one else knew existed. This creates all sorts of morale problems. Whether or not you…
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Only if her physician says she is disabled. This is disability time, not personal preference time.
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Partially. The "up to" four months must be a disability as certified by a health care provider and can be pre or post delivery. Further, the up to four months may run concurrently with FMLA but NOT with CFRA, the California family leave regulation…
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The hazards are age discrimination, especially if you hire a replacement who is less than 40. The same is true of other types of discrimination depending on race, disability, etc. etc. of the individual. The lack of documentation doesn't help you …
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He has no protection in California. The requirement to pay employees in a timely manner applies to wages, not decade old expenses.
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Unless the company has a policy, and a few do, where a formula allows continuous employment if the employee with a particular (usually long)length of service returns within a certain time frame.
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You mean I really have to get up at 2:00 AM on Sunday?
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OK, they are all expected to show up at my house in Fallbrook, Ca. at 2:00 AM next Sunday morning. If they don't show we will assume that they are resigning without good reason.