Gillian
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- Gillian
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[font size="1" color="#FF0000"]LAST EDITED ON 01-15-03 AT 04:40PM (CST)[/font][p]Along the same line as pecohr but a bit more morbid, we sometimes wish for one of those old fashioned suction tubes (only old timers will remember these as the way that…
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I don't know about pension requirements but the COBRA notice should be sent within 14 days of the qualifying event, the day that insurance ends. If this person was insured through the end of December, then your company is still within the time peri…
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If you need help with California, let me know in the private mail box. There are a lot more than three leave regulations in California.
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You should probably designate someone in each of your locations to find out for you or you should try to find the information on government websites. I don't think that you will find a handy manual because state regulations change frequently and no…
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I see some potential problems. Is the manager over 40 and is the female under 40? He could make an allegation that he was replaced by someone under 40. Same question regarding sex. The fact that only part of the duties were assumed by the other …
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You should talk to whoever asked you to do this and tell them that this has all sorts of problems, potentially legal and otherwise. The special seating arrangement, PC monitor etc. could be needed because of a disability, something that shouldn't b…
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I think that compensation/commission structure agreements are the rule, rather than the exception. If you don't have a detailed description of the compensation/commission structure you will have endless arguments about how payments were calculated.…
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Everything needs to be taken into account including the risk of litigation, the risk of adverse publicity etc. etc. etc. Everything that has been mentioned about policy, the labor market etc. is all speculation which will go out the window once the…
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You will soon find the upper limits of the range when she is told that it is not working out. Then you will end up with something between your idea and hers. It is a case by case basis.
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Separate handbooks would be OK, but I would really be surprised if a lot of people had separate handbooks for exempt and non-exempt. It would be a lot of work for zero gain. It wouldn't be long before copies or pages of the exempt handbook would b…
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I don't think that you can quantify warmth. You can quantify whatever the warmth is supposed to bring or is caused by the lack of warmth. Are there disputes with employees or clients, complaints, etc. etc. You need to focus on the objective facto…
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Best not to ignore the instructions. Someone who knows what the rules are might report it and what will you do if OSHA comes back and finds out?
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As part of your asking for specifics you could ask "exactly why do you think that the "whatever" has occured because of your race, sex, etc. etc.". The probable lack of facts will have the outcome that Theresa has predicted.
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As noted, the 1 to 100 ratio is an average of all industries and there is a lot of variance. The actual data comes from the annual Bulletin to Management, Human Resource Activities, Budgets and Staffs, which is a joint survey conducted by SHRM and …
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I agree with Balloonman, but not to save the employment. She should get her strategy lined up ahead of time and the attorney may very well tell her to do her job and wait to get fired, at which time the attorney will have more firepower. This situ…
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Yes, this has been covered. To summarize, at least from my memory, the responses were in two camps. One was that the files belonged to the employer and no one should get them because if they were let out of the building all sorts of dire things wo…
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I think that our personality has something to do with it - some people can cope without having an internal group of peers, others develop enough of a relationship with others that it satisfies the need and others have to go outside - HR groups etc. …
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The skepticism that you have read is the same skepticism that an attorney, jury or hearings officer will have. If the reason is truly financial you should be prepared to prove it if challenged.
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Could be on the way to insubordination, but is still a performance issue. If we consider it insubordination the proper response is to tell the person that he can be fired for insubordination if he insists on the action that he has stated that he wi…
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Tellin him that your company policy is a two way street - you allow limited flexing because that is all your business will allow. Anything more than that hurts the business. Then tell him that you expect him to flex in the way the company policy a…
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You should find out how much weight the lifting requirement is then match that against the restrictions. If the lifting requirement is higher than the restriction then the person can't do the job and can be replaced. Hopefully, the individual will…
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There 'ya go!
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Yes, just make sure that the testing that you do matches the real job requirements. Is 60 wpm based on some actual job samples or an estimate/wish of a supervisor? Stay job related and you will be OK.
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Yes. Driving is the job and if the person can't drive then they can't work.
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These types of decisions really are a fact of life in any organization, and if you become overly concerned with placating everyone each and every time you will go nuts. You make the right decision, do your best to explain to the one who came out on…
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OK. The lady can read the posts so she knows what she can do. There isn't much to add, other than I like your posts as well.
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Cases have been mixed on this issue - some have sided with the employee and others with the employer. There isn't anything definitive from a legal perspectivel
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Where is the boss of the manager in all this? That person should be talking to the manager about the problems that occur when managers date employees who work for them (there is a reason why it has been discouraged), and telling the manager to clea…
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Actually, you are correct. There are a lot of managers who reflexively take the side of a supervisor in any dispute. There have been more than a few times over the years when I have heard a manager tell me - I have to back my supervisor or else he…
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Once you have completed what Rockie has suggested you have done your job and covered your own behind in the process. Then it will become managements problem and it they are not willing to deal with it, the cards will fall where they will fall. Som…