Gillian
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Agreed. There is nothing that you can do to placate the other employees. Family businesses are different and the amount of family influence ranges from very little to a lot, and that has a direct impact on how the employees perceive the company. …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-10-02 AT 03:35PM (CST)[/font][p]We try to use the behavioral interviewing approach. Preparing appropriate questions follow this sequence - list the job duties, then the knowledges, skills and abiliti…
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I am assuming that ER is Employee Relations, not Emergency Room or something else. The problem you have could range from a medium one to a large one depending on what the regulation was and how much noise the terminated employee makes. There reall…
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I agree with all. The stance of the Plant Manager takes away from your ability to do your job. An approach that I have used occasionally with similar situations is to use the analogy of a safety valve. Our job is like that - we can diffuse situat…
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You have perceived the situation correctly. The fact that you decided that the proper discipline for the female employee was coaching, documentation and, in effect, a final warning sets the stage. If you say, oops, we really meant to fire you ther…
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Just one more comment to add to Theresa's. Since the employee did report it she did what we like to happen. If other employees see that an employee who reports an incident gets fired, that might be the last report that you get and you don't want t…
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Maybe it's the attorney's job to tell the CEO that while the case may be thin now, if the conduct doesn't stop the case may be thicker later. This does happen, because the individual is just digging a deeper hole as time goes by and the risk does b…
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In order for what you describe to be a hostile working environment from a lawsuit perspective it would have to be based on sexual harassment, racial harassment or some other area where there are regulations. There is no law protecting employees from…
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to Ritaanz and those that feel the same way - chastisement accepted. I will ease up on the philosophy. I even came in on Sunday to edit my earlier message because I got to thinking that it went a bit overboard.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-08-02 AT 03:33PM (CST)[/font][p]Maybe my communication wasn't clear. I didn't say there weren't any problems, just that words "problem employee" and "employee with a problem" are different and someti…
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We don't take the employees word for it, because a supervisor signature is required. If both sign that they didn't take a break we would assume that to be the case. The supervisors are the monitors, and just in case they slip, a check mark trigger…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-05-02 AT 02:50PM (CST)[/font][p]You want complexity - we have 17 different wage orders covering 17 different industries, including one for the agricultural industry, but I don't know if the workers wh…
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Exactly, if they forget to check it, they don't get it. Incidentally, many of us do it this way and the method was highly recommended by the Ca. labor attorney community. Supervisors have to sign the time card.
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Assuming that you are setting up a traditional shift, ten minutes per each half shift, as close as possible to the middle of the half shift. The kicker is the penalty - if you fail to do this the employee is entitled to one hour straight time pay p…
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Every field has people who are good, bad and indifferent, however, given the necessity of HR to work in the area of communication/relationships/problem solving etc., having someone who is not effective doesn't do anyone any good. Eventually, these …
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No real knowledge but I think that the first issue is whether these individuals are employees or not and the second is, if they are do you have a religious exemption for your employment practices. It would probably be worthwhile to find an attorney…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-04-02 AT 06:03PM (CST)[/font][p]He was, being facetious, that is. He was also fishing, defined in Websters as the art of getting someone to rise to the bait.
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I have studiously avoided this one until now, but I can't any longer. Isn't hickey a derogatory word for someone from a rural area?
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[font size="1" color="#FF0000"]LAST EDITED ON 08-30-02 AT 10:56AM (CST)[/font][p]On-line education is the coming thing, so I would not discount a program because of that. The University where I work has a fully accredited Graduate Nursing program w…
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There really is no solution to this, it's the nature of the beast. Everyone has to decide whether or not they want to match the new salary of someone that we want to keep - we've done that twice in the last month. One thing that we can do though,i…
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The posts are all on the mark - there is something strange going on with this guy. You did the right thing to contact your attorney. Whether it is sexual harassment or not is not important, you just have to address the issue. Whether the guy gets…
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Depends on what "terminated" means. Does it mean that the company is the moving party in the separation or that the employment just ends. You know who will argue each side. It gets to be decided the American way - in court.
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With all due respect to everyone and please don't take this as a lecture, but there are no problem employees. There are employees who just happen to have a problem. This difference is a very subtle mind set which governs what happens to the employ…
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There are times when cooperation makes perfect sense and diffuses a situation. Sometimes, though, it becomes obvious that this hasn't worked and the time arrives where cooperation ceases and you get your attorney to respond. You have reached that …
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these are called "smoking guns". I don't know about a hostile working environment (in the legal sense) but there may be ADA and retaliation issues. You have a plaintiff's attorneys dream.
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We are reading just one side of a story, but probably yes on both counts - workers comp issues also.
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Just a bit of history. There used to be such laws in state labor laws - reflecting the old thinking that females needed extra stuff, to make a go of it, I guess. Those laws were gradually dropped over the years so that I don't know of any that rem…
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The desert island, where Don is going to be?
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The problem that you have is made worse by the timing. The Office of Federal Contract Compliance Programs (OFCCP) is operating under lots of revised regulations about how an AAP is put together. I don't think that many people really know how to ch…
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This reminds me of earlier consulting days. You should evaluate the real intent of the client. If they will make some changes even if they take time and are sincere about the need to do so, then they are a worthwhile client. If they just don't wa…