Gillian3
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- Gillian3
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Comments
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We aren't going to work very hard so the labor laws shouldn't be much of a problem.
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I'll head the Relocation to California Committee.
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I just got back from lunch. Fortunately, there was not an employee in sight.
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Ritaanz is correct - go with termination for attendance problems, because then you don't have to worry about whether it was proper to do a background check on a selective basis or whether or not he falsified anything. He did not falsify his applica…
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HR. Supervisors should not be conducting investigations unless that have received considerable training and there will be no credibility issues.
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If you decide that the decision should be made based on errors, then the others should be made on errors as well. If you retain the person who makes the second highest level of errors, your rationale will be weakened. Do an analysis and see where t…
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Correct - there are no limits. The employer gets to work the employee (if they are willing ) to the bone until they wither away and die at their desk.
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No.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-26-04 AT 11:44AM (CST)[/font][br][br]I don't think that there is a right or wrong. You must weigh the cost vs. the benefits. The biggest downside is probably the unhappiness that others might have w…
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If it works for BOTH, employee and employer, why not? Since I am sort of going through that process myself, I think its cool. I get to work 25 - 35 hours per week (no benefits) but the employer is getting what they thought they would get - the sam…
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No, remain uncomfortable and tell the employee that you cannot sign anything that appears dishonest.
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You might want to check the Unemployment offices. They usually know of Federal or State programs that refund part of pay to the employer, based on certain criteria. I don't think that it makes any difference that the employer is non-profit.
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Ditto to the others. There may be legal issues that revolve around someone "stealing" clients, the probable former employers point of view. You don't want to get embroiled in that mess.
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The only person who really knows whether the medical condition creates difficulty for him getting to work or that he his using it as an excuse is the employee. The doctor has certified as to the medical condition and you can't prove that he is maki…
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Call the labor attorney and find out how much a typical case will cost in terms of legal fees and time spent away from work by those involved. You can calculate the cost of that part. Avoiding even one case would be a benefit and the cost of the e…
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Ditto. You tell the employee that you have a duty to investigate and why, then say that you will do everything that you can to maintain confidentiality but that it cannot be guaranteed.
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The sentence will eliminate the % who are not creative enough to assemble the documents or who don't want the hassle etc. etc. It will be a deterrent to some, not all.
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If you have to deliver the news and answer why, take the opportunity to do some career counseling. You don't have to tell her she has a crappy personality, but you should tell her the results of her interactions with others, using examples.
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If these separation agreements do not contain language that advises the employee that they can contact their own counsel, the agreements are probably invalid.
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The other posters have told you what should be done. Since there was no methodology and if an issue arises after the layoff, the question will be - was the layoff a result of discrimination in its various forms or any other type of prohibited decis…
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How about feedback from your current employee's in the form of a third party survey? I think $5 might get you a bit more of the same as what you already get.
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Obviously, my post wasn't clear. I wasn't suggesting that the anyone ask the candidate the exact date of graduation. My suggestion was that the person who was asked to do this, respond by asking those who want to do it what the exact date of their…
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Maybe your wife could address the stupidity by asking the askers the date their graduation - exactly!
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Pictures for security ID, badges are all good. I don't think employees will like the reason that your management has for taking pictures.
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This happens everywhere and I don't think that people have policies. At some point, the person shouldn't be there, and someone should say - go home.
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The relevant Ca. Labor Code is #232
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If this shows up twice, I guess it will just be redundant. It is good that everyone wants to write an ethics policy, but they will just be pieces of paper if the top honcho's aren't behind it. Then, if their is an ethical problem, the policy will …
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It's a good thing when ethics policies are being written. A policy, however, is just a policy and unless the top honcho's are buying into this, the policy will be just a piece of paper. Then, if you have a problem with ethical behavior, the policy…
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Depends on the grandmother.
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Exactly, the alternative to the annual performance appraisal is to have supervisors who understand that it is their job to continually guide, train, and sometimes discipline employees. This will take support from the top and lots of supervisor train…