Gillian
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- Gillian
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We are a private, non-profit graduate University with almost 400 employees. I report to the Exec. VP of Finance and Business, but am also on the Presidents Cabinet, the Exec. group.
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Just one comment about Melanie's response and that has to do with the HR role of upholding policies and procedures and disciplinary actions. That information, particulary the part about disciplinary action, may be perceived by some as advocating th…
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A degree will widen the range of jobs that will be available to you. Whether or not that will translate into a promotion where you currently work will depend on the need that the company has at that time and your relationship with others in the com…
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I suspect the same.
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No, the law was passed independently of family leave, although I am sure that all of us will count this time as family leave. It will help singles who have family members who are ill, but it does not cover an employees own illness, at least it appe…
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Yeah, I know. Everything that is done to benefit those with families has the unintended effect of forgetting those without families, at least I think it is unintended. The discrepancy is worse because work/family issues create so much work stress …
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Here's the non-media answer. Yes, there is a mandated paid leave leave law. It goes into effect in January, 2004, and is funded entirely by employee contributions to our State Disability Insurance Fund. SDI is an employee funded mandatory insura…
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The Bureau of National Affairs (BNA) and SHRM produce research on this topic. The report is one of the SHRM Bulletins to Management. I think that this is published annually, although I can't find the most recent. The ratio that you describe has n…
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A few weeks ago a guy came into our office and informed us that he was checking our shredder as part of the maintenance agreement. We didn't give it a thought because when he took the crummy shredder away he left a really good one. Then he called …
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Safety training is a biggie and is part of the Injury and Illness Prevention Plan which is required by Cal-Osha. That's it for "required". From this point on, it is hard to figure out how to accomplish what we need to accomplish without training.…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-17-02 AT 10:41AM (CST)[/font][p]For what it's worth. I quit using videos years ago because I found that the vignettes created the wrong kind of conversation. Unless things have changed the vignettes…
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I don't think that there is a better way. Your process is better than the "secret promotion system" but we will never reach the point where there are no favorites for a position. It is perfectly logical for a manager to have preferences for a part…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-15-02 AT 02:34PM (CST)[/font][p]Non-smoking in public places, including workplaces, is a State of California regulation - Labor Code 6405.5. There may also be a city or county ordinance. Enforcement…
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Drop down to the thread on Psychological Profiling. There is a link in the replies to a lengthy discussion of this issue which occurred some months ago.
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You need advice from a mental health professional. If you don't have an EAP spend a few bucks on a consult, so that you know what you are dealing with. It is correct that you don't have to put up with the disruption, but sending her away and telli…
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You are absolutely correct in that this is unfair if in fact she did not do what she has been accused of. The unfortunate outcome of this situation is that management has lost faith in her, and it cannot be regained. This is true whether or not sh…
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The fact of the matter is that whether or not this individual is innocent or guilty management has no confidence in her, not a good position for an HR/Payroll person to be in. A separation is best for both parties. You need legal advice pertaining …
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I think that two types of professionals would be helpful in dealing with these situations. The first is a safety and security expert to look at it from a logistical point of view. The other is a mental health professional to give guidance pertaini…
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The key to it is the "HR Issues" piece. If the agency cannot do this well, the cost of problems will ultimately outweigh the savings. As noted in the other posts, do a good job of reference checking. There are some horror stories with this type o…
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I agree with Theresa. No, it isn't sick - wouldn't the manufacturer of the TV that this employee just buy require a copy of the warranty if it broke? On the other hand, the customer isn't a long term employee. We would request the proof, just for …
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The most common calculation is to divide the number of terminations by the average employee count during the period (month, quarter) and move the decimal point two places to the right. There are other considerations though. Are you going to count …
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The attorneys have said it is attorney time. As an HR person who thinks that we sometimes use attorneys a bit prematurely, I too say that this one is serious and is attorney time.
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Mostly no, like most of the posts. Sometimes yes, depending on the circumstance - when the candidate was a good one and could use a little guidance and when I think that the guidance will be welcomed.
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The female has been there since the early 90's and the new person was hired out of college. That is an interesting piece of information and could be the source of an equal pay violation, after you have done your homework, of course. It is not unus…
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Differences in pay are created by different reasons only one of which is illegal - is this person paid less because she is female? Differences can be created by more experience, different but valuable experience, education, productivity etc etc. T…
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Along the same line, how about technology and how that affects work and family issues. I refuse to become a 24 hour employee, but from my observation cell phones, pagers, lap-tops etc. have turned everyone into reachable people 24 hours a day. The…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-01-02 AT 05:17PM (CST)[/font][p]I'm in California so here is what I can add. The new law re. paid family leave has just been signed by the Governor. The effective date for this law is January 1, 200…
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I had to reread a couple of times but I don't think that this is a public employer issue. The company is funded by public money which is not necessarily a public sector organization. In my opinion, as long as this employee is off on her own not bo…
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It is strictly a point of negotiation. I have heard of amounts ranging from $500 and up. The key point, though, is to think about the real reasons why you would want to do this. Settlements at this stage sometimes will send the message that your …
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In addition, working employees over 30 hours on more than an occasional basis is a real bummer for morale, because to many employees benefits are just as important as $$. While this type of policy is OK, it can create difficulties in hiring and ret…