Gillian
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- Gillian
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Gov. Davis just signed AB1068, effective September 28, which removes the burden on employers which applied to employers as part of an identity theft law (AB 655), which I think is to what you are referring. We are back to where we started, thank go…
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So long as the process doesn't discriminate in some way you can do whatever you like. If your question is about internal postings and the acceptance of outside applications at the same time, the response is the same. Some organizations only accept…
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I disagree with the idea of telling employees not to talk to this individual under threat of termination. Assuming that you could do that (in my state you shouldn't, not sure about couldn't), by taking that action it raises the level of importance …
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That MIS person should be reminded about what his or her job really is, and it isn't monitoring professional development activity of others. Whoever wrote the warnings doesn't understand the value of this forum either. It is nothing more than an o…
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I don't think that it can be changed - it is part of our culture, as is the litigous system that we have. My hours are 35 - 40 per week.
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You might check your state DMV. The Ca. DMV has an employer program. It costs $15 per year per person. For that they send a printout quarterly and upon request. I don't know how that compares with other services. We don't have many employees th…
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There are a couple of threads on the topic of testing in this section of the Forum that discussed tests and validity in a lot of detail. You might want to review those posts. Chances are you won't be able to find anything that really matches your …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-06-02 AT 05:43PM (CST)[/font][p]I think so. You are working awfully late, aren't you?
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By all means, try to find out why the charges occurred. Generally, there are reasons why, and oftentimes if boils down to a perception of unfair treatment and when that occurs employees will complain one way or another. In our neck of the woods, t…
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It is tougher to be exempt in California,under the Wage Orders, than it is under federal regulation (FLSA). You can safely assume that the clerical workers are non-exempt. Some of the titles in your next paragraph point to some problems if you cla…
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No, I'll stick with Gillian. See ya' later. I'm taking a day off tomorrow.
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That explains it! I moved here in the early 80's. They must have all left in the 70's.
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I thought that it was my genes that will account for my long life. Now I know that it is because I am laid back and didn't even know it.
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Its a myth, just like the laid back Californians that are supposedly all over the place. I have not met one, but I keep looking because everyone thinks that they are here. When I find one, I will suggest that there is an employer in Pennsylvania (…
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The laws and the agencies that enforce them exist because there needs to be a balance between the interests of business and the interests of society. If the laws didn't exist, and the agencies to enforce them, our kids would still be working in the…
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I agree with Lori that exempt/non-exempt classification misclassification is probably the top legal issue. For a non-legal topic, health care/premium increases is one which will continue to create all sorts of difficulties and has the potential to …
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This does illustrate the difference in roles between HR and the labor attorneys. Our role is to make or recommend decisions based upon what is best for the company AND its employees. The attorney will evaluate a proposed action based upon the least…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-30-02 AT 12:03PM (CST)[/font][p]I will also make the same inference, and hope that I am wrong. There are times when an attorney is necessary and times when they are not. This is a not. Asking legal…
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It seems to me that the best course of action would be for the company to acknowledge the error and pay off those who have not been paid. The alternative leaves you with the prospect that the union will figure it out, as they probably will, then yo…
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Dealing with the issue of accents/communication can really be difficult and the source of problems which could lead to legal issues. The worst case scenario is that the manager is using the "customers have complained" excuse because of his or her o…
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Yes, you do need to investigate a bit to find out how valid the concerns are. It is legitimate to require that employees can be understood but one persons hard to understand accent is not difficult for someone else. There does need to be a documen…
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Not that I have heard. Maybe the reference is to the requirement that employees can review the plan upon request?
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We do this a bit, but the process for higher education can be abbreviated a little. You should do what you can do to get some basic background and the website will be helpful in that regard. You may not need an attorney, although we visited one a …
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Sometimes these situations are the toughest to deal with. There are a few options, including "scaring the heck out of her about her job", although that should be done properly. The first thing to remember is that some of the absences which involve…
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You can, and most people do. For us, though, the negative implication of retaining the right to terminate "at will" (which isn't done anyway) isn't something that we want to continually drum at employees. We think that the gain from dropping "at w…
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No, I didn't decide to change. The Presidents Cabinet voted unanimously in favor of the change after a healthy debate that lasted over a year. The fact of the matter is that in order to avoid wrongful termination charges we have to operate in a wa…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-06-02 AT 04:25PM (CST)[/font][p]Not that I'm anxious to start a debate, but as an employer who elected not to be "at will" in part because of the negativity that it projects to employees, these respon…
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If the records are to be kept in a consistent way, by the people who know what they are doing with this topic, that is HR. Tracking is important for EEO-I, to defend against a challenge by the EE0C or a state discrimination agency, and if you are r…
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For the new participants, the full sentence to which Don refers is - there are no problem employees, just employees with problems. It's too late in the day to start that debate again. Actually, I have been Americanized for a long time and have a n…
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In response to HCA, you can read the responses and see that there are as many different opinions about the proper way of writing these policies as there are HR people and attorneys. You pick the method that will fit your organization the best and g…