Gillian
About
- Username
- Gillian
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
If you don't have an address because there was no paperwork, I would put a note in the file in case the person ever shows up for their $11, then give them $11 if they ever show up.
-
We have used a recruiter. We hired a new VP of University Advancement a couple of years ago and he has had a long term relationship with a recruiting firm. The firm specializes in this area of work but we are in a large metro area which probably…
-
With current responsibilies in Ca. and past in lots of different states, I have found them to be reasonable people who are enforcing the law the way it is written. From my experience they are merely asking for our side of the story so that they can…
-
The California Labor Letter is a good way of keeping up to date. If you need an easy resource which covers all the laws for California in an easy to understand way get the California Labor Law Digest published annually by the California Chamber of …
-
If you go on the assumption that the agencies have their own schedule and that the schedule can't be influenced by the employer, then there is nothing to be concerned about. Sometimes hearing nothing is good.
-
Not a surprise to me. I don't like mixed messages in documents that I sign. Before I sign anything, I make sure that it is clear (no mixed messages).
-
You should check your state regulations. I don't think that you will have much luck allowing volunteering to occur in other jobs that are normally paid jobs. There is an exception for us in California which allows employees in agencies like the Re…
-
Try asking for an "apostille certificate". This is a world-wide (except for us, I think) certificate which is provided by a government to prove that an individual has actually earned what he or she says that they have. I don't think it will help i…
-
Remember that in Ca. payroll advances function as a loan and if someone terminates before the loan is paid off, you can only recover the payment which was due in the last paycheck. If you want the rest, you have to play like any other creditor and …
-
What is your practice for giving leaves of absense for illness in general? You should treat this individual as you would anyone else in similar circumstances. If you have a practice of extending leaves even though someone doesn't qualify for FMLA …
-
Before you do this you might want to check out regulations in your area. Child care is a highly regulated environment and you might find out you can't have one and then all your employees will be irritated if you have already generated interest. F…
-
What are you going to do when you want to hire a whiz-bang salesperson and this person says - I am philosophically opposed to using my credit card for your expenses?
-
There is a big difference in your post. In the body you say "wrongful termination" but in the heading you reference the EEOC. There is nothing legally discriminatory about not hiring someone who filed a wrongful termination lawsuit against a previ…
-
Scary, isn't it. Ms. Shepard asked a simple question and now we are going to make her stay awake all night thinking about the possibilities.
-
Given Don's observation about both being gone at the same time, perhaps the boss has given her permission to be absent for the leaky roof, in which case disciplinary action is not appropriate at all. You could ask, or maybe not. If there is a prob…
-
What a terrible situation to be in, both for the employee and for you, the one who has to deal with it. First of all, the needs of the business come first and unless there are some special protections in your state that protects employees in this s…
-
You can't make eggs out of eggnog, so miracles may not be forthcoming. The key is the CEO. If he or she wants to listen to you, and you should have this meeting first, you might be able to convince the person that there is a real issue. There is …
-
Further, make sure that the supervisor, who is tickled pink that the employee is finally going, is on the same page that you are. I have seen lots of supervisors turn what should have been a routine event into a disaster because they did or said th…
-
This is an environment issue where you have to consider safety and other factors. I work in a university and we don't make a bid deal for a kid or two shows up every once in a while. We don't, however, have a "kid at work day".
-
It's all employees.
-
If they have, I don't think that the news has hit the HR street yet.
-
All employers.
-
[font size="1" color="#FF0000"]LAST EDITED ON 01-27-03 AT 10:03AM (CST)[/font][p]The WARN (Workers Adjustment and Retraining Notification Act) which applies to employers of over 100 employees which have a major layoff. It's not a biggie unless you d…
-
The bottom line to all of this is that unemployment and workers compensation regs are written to favor the employee. They are safety nets in case someone is out of work through no fault of their own - liberally construed, as the regs state in Calif…
-
Sorry.
-
Pomona (work) and Irvine (live). Didn't want to be too hard on 'em.
-
Kind of cold here in Southern California - in the mid 60's
-
If you have an EAP get some guidance from a mental health professional ahead of time. Maybe you can work out some sort of interaction between the employee and the EAP.
-
No, you don't. The IRCA will only give you what they, by law, can give you - seven years of information. You will be just the recipient of their lawfully provided information - assuming that they follow the law, of course.
-
No, it is focused on the supplier of reports - IRCA's as they are referenced - investigative consumer reporting agency.