Gillian
About
- Username
- Gillian
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
It is probably OK if you have consent forms that are signed by everyone. That doesn't make it a good idea, though. There are too many places that lists like this can go and the list, as well as the company, will be blamed if something bad happens.…
-
You are on the right track and yes, you need I-9's on all employees. There is only one exception - you don't need to have one for employees who were employed before Nov. 6, 1986, the effective date of the Immigration Reform and Control Act.
-
The FMLA/ADA issue and getting the work done are two different things. You can hire someone, even if on a temporary basis, to make sure that the work is done. When you know the outcome of the disability, then you will know whether or not you have …
-
You might want to check out the religion discrimination regulations in your state. While there are exemptions for religious organizations, the issue here might be that the primary work that you do is not religious, it is nursing care, thus the reli…
-
[font size="1" color="#FF0000"]LAST EDITED ON 03-07-03 AT 02:05PM (CST)[/font][p]What you have now is the secret promotion system, the downsides to which are irritated employees (it's a bummer to see someone else get a job which one might have been …
-
In the university setting the chain of command concept can be a little fluid. There is one dean, a former emergency room doctor, who is very much into "chain of command" and does not want employees to go near HR. That is fine with me so long as th…
-
Don and Pop-eye - never say never. The key is rehiring against your better judgement. Rehires work fine most of the time. I remember years ago hiring one individual in the machine shop seven times - one hire and six rehires. Lots of people thoug…
-
We don't do physicals, so I can't answer all your questions, but do have an opinion in a couple of areas. First, if you hire someone who previously flunked a drug test, you know that they haven't gone through a rehabilitation program, then that per…
-
Maybe another problem here is your use of the words progressive discipline in the context of layoff. Do you mean "performance plan"? If that is the case, I went down the wrong road. If you meant performance plan and you didn't do one for her, but…
-
Then you may have a problem, because the performance issues you are using as criteria were (in part) not documented, therefore they don't exist.
-
I am not clear how much progressive discipline has taken place. You say it was not "officially done" yet also state that a new supervisor started the process. The undocumented disciplinary action might has well have never occured, because you cann…
-
I think that you can be a little more aggresive than what has been suggested, although it would be a good idea to contact an attorney. I don't think that this is any different than conduct outside the workplace which is causing disruption inside. …
-
While it may be stupid not to have insurance, I don't think that an employer can force employees to have it. They can, however, not let employees drive your vehicles if they don't, and if that means they don't have a job, they don't have one.
-
Absolutely true, so how does this person get the managers to follow policy when the CEO has probably already demonstrated that he/she doesn't give a rip. The managers will follow that line of thinking.
-
Good idea - but make it all paperwork, not HR, and have your CEO say he/she wants it done. Having HR as an evaluation factor may get compliance but it won't help with the relationships that you need to have with your managers.
-
I agree with Don. Just make sure that the employee doesn't fee threatened in any way - that probably means that the manager stays out of it, and make sure that the employee understands that you are concerned about well being. If the employee rejec…
-
Ditto to everyone else.
-
I don't know that I would even reference the policy. In this case "the policy says such and such" seems to make the issue just a policy issue, where it really is an issue that hits the guts of everyone, no matter what side they are on. The mothers…
-
Haldane is one of what is called the "retail" type of outplacement company. They charge the client to, theoretically, do the same thing that the employer paid outplacement company will do. There are lots of horror stories from the retail side of …
-
There are a lot of fine lines here and, yes, it will take some finesse to work through the issues. The start point is the CEO because it takes that persons backing for any road that you go down. You should talk to the CEO about the damage that the…
-
How are you going to save any money if the three employees take you up on the offer to increase their hours? In that case you continue the benefits and pay more salary $$ to boot. If you have turnover or plan on more part-timers at the 30 hour lev…
-
Tough. Go do whatever you do to unwind and come back to earth. While it doesn't help Will remember that Will had the trust in you to ask the question.
-
Once, many years ago. If I remember correctly, the stall doors did come off. After awhile the discomfort of no doors and people in and out created enough discomfort that the employees came forward and asked that the doors be put back on. They wer…
-
You don't indicate your level of employment so I don't know if you are covered by FMLA. You should talk to the employee about the danger to herself and others and advise her to go to her doctor, for her own sake, so an evaluation can be made about …
-
You should be careful about becoming more expert so that you can be more vigilant. The more of that that you do the more that you could be accused of discrimination. The HR responsibility is good faith evaluation. We stick with that and don't go …
-
I choose "c" for this one.
-
If an employee isn't showing up for work and is not responding to phone calls he isn't an employee. If you don't have one, you should create a policy that says three days no show, no call means job abandonment.
-
I think that we are talking about two different things. In the chart that ray a references there is a place to put your goal for each job group. That remains the overriding goal and reflects the analysis of the labor market. In the narrative, whi…
-
No, you say that you do not anticipate any hiring in this job group but that if there are changes that you will make a good faith effort to recruit qualified individuals for any position that opens up.
-
In California organizations cannot require a particular language to be used unless there is a business necessity for doing so. Further, employees must be notified of the circumstances and time when the language restriction must be observed and the …