Gillian
About
- Username
- Gillian
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
[font size="1" color="#FF0000"]LAST EDITED ON 02-26-03 AT 04:21PM (CST)[/font][p]Pork is correct! Managers, and sometimes we HR people, worry about this issue a bit too much. Your supervisors need to learn a little bit of whatever the language is …
-
Calculating turnover for 2002 may give you some gross percentages but will not provide any information about high points and low points. If there is benefit to know about fluctuations then the calculations should be done on a quarterly, monthly or …
-
Yes. Yes.
-
I wonder if there is an emoticon for accents. Wouldn't make much difference for me. I have been here so long that it is rare when someone picks up on the remnants of an accent.
-
Careful - Gillian was born in England.
-
In general, I think that the employees case is pretty weak, however, there are a couple of problem points. The first is if this individual spent a lot of money to get from his former location to yours, along with uprooting of family and all the oth…
-
Depending on where you are, the employee may have a lawsuit. Organizations have paid lots of damages for hiring people who quit their job, move somewhere and then find out that the job they thought that they had doesn't exist. If you want to avoid…
-
Things like this go on everywhere - just different names and different places. sometimes they are worse than you describe and sometimes not. You need to decide your comfort level and whether or not that fits this company. The title of your post s…
-
This isn't good. Yes, she can sue you too, but that is probably just a formality. Company representatives often are but in 99.9% of the cases, the employees bills are paid by the company and eventually they are dropped from the case, unless of cou…
-
You don't give any background information so I don't know if you are working for a company and,j if so, where. In certain communities (ethnic) bank accounts do not fit the culture. In factory environments where I live, on payday here comes the che…
-
You need more that a video for California. You need an Injury and Illness Prevention Program that has specific components. You can get information from [url]www.calchamber.com[/url] The material from the Cal Chamber is pretty good.
-
The two sources that are mentioned by Hatchetman are the best - we must use the same material. I can't add much to the previous posts except to add that the qualifications to be non-exempt are stricter in California than the FLSA - employers are go…
-
I think most people realize that there isn't much that you can do so only deal with it when one has to - sexual harassment mostly.
-
I didn't see it either. Love happens. My 29 year marriage started at work, or is it 28 years? I'll remember by the time October 23rd rolls around, or is it the 28th? Stick with the sexual harassment and management concentration - that is about a…
-
I was out while this was going on, so, go for it.
-
You may have to contact an attorney. There may be an obscure regulation somewhere but I can't find it in the California Labor Codes. The closest that the Labor Code gets is to talk about inappropriate deductions from wages - and you aren't doing t…
-
All of the posts state why I think as well. Regarding the arrest records California Labor Code 432.7 states that "No employer ------ shall ask an applicant for employment to disclose, through any written form or verbally, information concerning an …
-
Don is correct and I say this with the experience of a lot of expert witness work in these areas. Do the extra - tell him in your certified letter that you will have no choice to assume that he has resigned if he doesn't communicate with you that y…
-
This is a debate between liability/lawyers and common sense. Over the years I have helped cure many a headache by having aspirin around and have not had a single liability problem. The best approach is as suggested in the other posts.
-
Agreed. He would have been better off explaining the real reason then explaining why he forgot to card the customer. I expect that there isn't the need to card a customer and he would have passed your screening.
-
Actually, you were right more than wrong, in that you aren't letting the situation go on forever, and you do want to have a successful hire. Whenever a new employee is hired there is a learning curve and the supervisor is the only person who can de…
-
Is there money in the pockets?
-
When you talk to her tell her that you do understand that she doesn't agree but that your decision is based upon the credibility created by the number of staff members who stated otherwise.
-
Both posts are correct. I think that the only difference revolves around the lack of documentation about whatever the offenses are. If, without documentation, you would have terminated the employee anyway because of the severity of the offenses, t…
-
You shouldn't. Employees know why he was terminated. It might be a stretch but the employee might use that memo as some sort of defamation issue.
-
Forget the alcohol unless you or the supervisors are experts in figuring out what is alcohol and what is not. You do, though, have performance reasons to make a change, and the risk of a problem from someone with two weeks of service is almost zero…
-
Ditto
-
I am one who would ordinarily state that there is no reason not to share information with a former employee because it will probably short circuit any future problems and because the employee can obtain the informatiopn anyway simply by having an at…
-
While I can't speak for the DOL, the Ca. state wage and hour people would view a two year degree as a non-exempt position. Their view would be that the two year degree is part of the learning process which ultimately leads to a professional level, …
-
For most job changes, it is merely a change by the supervisor, then signed off by the supervisor and the employee. If it is a major change, created by new responsibilities etc. we ask the employee to complete a detailed questionnaire which is signe…