Gillian
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- Gillian
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OK, here's the skinny on AB 2868. It too, is focused on the provider of reports. The reports may not contain information about criminal records or other adverse information that is over seven years old. I don't know how to find civil service code…
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Got it, or at least part of it. Thanks. My write - up on AB1068 focuses on the employer obligations which deal with disclosure and privacy. There must be other parts which regulate the vendors of the information. I'll have to look for the others…
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Please let us know if you find it. I went through my material again and still can't find any reference to seven years as an employer requirement.
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No, I think that somewhere along the line, old offenses should not be held against someone. I expect "old" will vary according to the circumstances.
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I have done a quick review of my reference material and I don't find anything relating to seven years in California and that's where I am.
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It depends on what your HR policies say. If they say 32 then you have to decide whether to follow the policy or make an exception, something that you might consider if you know the cutback is of short duration. A lot of times, the definition is de…
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Pregnancy provides no special protection in this area, other than to treat the person the same as you do others. Those on family leave have reinstatement rights which you may be violating if you lay the person off while on leave. You might be crea…
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I think that you should aggressively resolve the ADA components of this problem. Is he a qualified disabled person under the ADA and if so, what do you need to do to satisfy your obligations? Since the danger to self and others is significant the …
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With or without the deep fried turkey?
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I agree, personal and fit the culture. On the latter point, I am probably not following the university culture because I don't have my diploma's on the wall. They have been gathering dust for many years and if someone suggested that I should put t…
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The promotion increase and the annual merit are two different things. You shouldn't decrease one of them because they are too close to each in time. Doing that takes away some of the benefits of getting promoted.
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Yes, because your company is paying them to work and the boss gets to decide what work is. In this case, it is going to class. No, you don't have to write a policy on this issue. I doubt that many people have one. Maybe your the boss thinks that …
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I agree. The old style succession plans where a person was "selected" as the successor and trained and developed to succeed the boss are rife with the potential for discrimination, favoritism etc. The best approach is to offer development activiti…
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It is a year round development activity focused on raising the skills of employees so that they have the knowledge to fill in behind those that leave.
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Our difference in opinion starts with the reading of Theresa's post. I see nothing personal at all.
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Cesar Chavez, and no, the attorney editor has not gone off the deep end. She merely suggested weighing the pro's and con's of taking any action. If the considered opinion is that this day should be treated as any other day do so. On the other han…
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You will never completely learn all the laws of all the states, and if you did one of them would pass a new law and you would be out of date already. The best think to do would be to identify the key issues, wage and hour and discrimination come to…
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There is an excellent chance that no one at this facility has ever heard of HR. As far as helping resolve the situation I don't know that there is anything that can be done. The manager is a person who will get rid of anyone who he thinks is cross…
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Back in my consulting days I had a client that I thought was completely disfunctional. The organization chart, figuratively speaking, was a circle with the President in the middle and every one else part of the circle, all available for the inevita…
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California is now awake! There are organizations where chain of command is very important - there are organizations where it is not, and there are organizations that are in the middle somewhere, and some that are all screwed up. There is no right …
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If you have summer students as a matter of course, you might consider not counting that as turnover at all. The real turnover are those emloyees who are employed all the year.
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There is nothing wrong going on here. The applicant brought up the issue and the HR person merely followed up. It is perfectly logical and OK.
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The key to your question is what does Minnesota regulations require. Most states allow "use it or lose it" policies. Mine, California, does not and any unused vacation must either be paid for or rolled over.
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Sometimes, but in my experience the problem is generally created by, or contributed to, by supervisors and managers. I most often wish that supervisors would be as adult as employees are.
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I doubt that Utah is any different than any other state in this regard. There is no legal definition of full time and part time. The only guidance might be how a benefit plan defines the term, such as 32 hours to qualify for health benefits. Othe…
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It depends on whether you want to make your state unemployment compensation rules your rules. They don't have to be. You may not have an "official" attendance policy but I bet you have an unofficial one, which is that you do not accept absense fro…
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Most people have a three day rule regarding no shows. If he call in before the time is up inquire as to when he will be back. If he is in jail but calling in he is still missing work so your attendance policies will kick in.
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It's job abandonment. That's the easiest way to go.
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Minority, veteran, female, disabled.
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Most employers of any size use the notation, even if it is just EOE. I haven't heard of any employer, at least in the last bunch of years, who have had to justify why they didn't have it or used it as a demonstration that they are a good employer, …