Gillian
About
- Username
- Gillian
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
You probably can't turn a loss of job into a win-win situation. The best that you can do is make it as easy as possible for the person losing the job, maybe through severence pay, outplacement assistance etc. Your question about the words that you…
-
One of the disadvantages of being in California is that when I sign on in the morning half the work day of over in other places and all the best discussion points have already taken place. I can't add anything to this messy story, other than to rei…
-
Me, too. The CEO is allowing the manager to restrict consideration to only those that the manager will allow in the door, for whatever reason, and is probably creating a future problem.
-
You will only risk a lawsuit for discrimination if the reason for not extending leave to someone else was based on race, color, religion etc. etc. As Don states the basic issue is one of evaluating whether or not the reason for extension is worth t…
-
The previous post is correct. You preemployment screening expenses are your expenses. The writer is also correct in suggesting that you look at the screening process - there may be something there that is creating hiring mistakes. Start at the beg…
-
Depending on the environment at your company, you may want to consider having a third party conduct the survey. It is sometimes easier for third parties to be accepted as nuetral by employees. There are some key principles - first, guarantee confid…
-
The IRS rate - 36.5
-
I don't think that you will find any laws governing the keeping of separate HR files by supervisors, and I think all of us struggle with the issue. I think that most supervisors keep a file on their employees and I don't have a problem with that, b…
-
No, it is not a reasonable option. Whether or not a person is exempt or non-exempt depends on the duties of the job. If the boss changes the employees to hourly and by doing so loses the overtime exemption, what will he or she do when one the empl…
-
What a coincidence! I just got back from San Francisco where I testified in a sexual harassment case where one of the allegations was, guess what - the same thing, and without any witnesses that could be identified because the act allegedly occurre…
-
There is no legal requirement to post jobs, either federal or in California. The post about Affirmative Action is correct - auditors of Affirmative Action plans will insist on the creation of a consistent posting procedure as part of a conciliation…
-
First list the knowledges, skills and abilities that the job requires - ability to prioritize, tactfulness, problem solving etc., then think of behavioral questions for the most important ones. Don't forget the flip side question that also might p…
-
Check previous posts on this topic - it occurs frequently.
-
If I were an attorney I could cite examples, but I'm not so I won't, however, there have been cases where individuals who had to perform the extra duty of being called upon to speak a different language and who were paid the same as those who didn't…
-
I'm still not sure that I understand everything but as long as you do what you would normally do you shouldn't have any problem.
-
I am not sure that I completely understand your post, but removing a person who has filed a complaint is not the proper thing to do - that could be viewed as retaliation. Employees have the right to file a complaint and it is our obligation to do a…
-
Actually, maybe there is more value to physicals than we think. I once asked a company representative about their policies as part of an HR audit. This is how it went. Me - do you have policies for physical examinations for new hires? Company - y…
-
We don't have physicals at all, but I have in the past. In my opinion, all the extraneous information is an invasion of privacy. We should know those things that relate to the job that the person is going to do, but beyond that we don't need to kn…
-
The posts are correct in that the real determining factor is job relatedness. Some things are clear - a conviction for embezzlement is clearly a factor for a job involving handling money. Some are not job related and some are not clear. There hav…
-
[font size="1" color="#FF0000"]LAST EDITED ON 08-23-02 AT 10:09AM (CST)[/font][p]Speaking as a curmudgeon for the moment, then Don can have the title back, the only difference between feedback without an appraisal and with is the absence of one forc…
-
I'll be the resident cynic on this one. The only performance appraisal that we do is the 90 day for hourly employees. Except for that one, we dumped the rest. In more than 35 years I haven't seen a system which really works and for the last 15 I h…
-
I agree with Carol and arodriguez. The safety of the clients are the bottom line.
-
If this is a duplicate post, please excuse but I got a message about an internal server problem, whatever that means, and I can't confirm that the previous post went where it was supposed to. This is a hot issue and will continue to heat up because…
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-29-02 AT 10:07AM (CST)[/font][p]I shouldn't speak for the Certification Institute but the word "assistant" implies non-exempt. No, having a job description that says "exempt" doesn't make the job exem…
-
The DFEH pamphlet number is DFEH - 185. The pamphlet has the following numbers for more information. 800-884-1684, if you are in Sacramento - 916-227-0551, TTY # 800-700-2320 and the website is [url]www.dfeh.ca.gov[/url] If none of these work I…
-
Don't forget the little extras that we have in California, like the state required flyer which is supposed to be given to all employees (FEHA section 12950) or the new addition (12940h3) which states that employees can be held personally liable for …
-
Ditto - based on just the info that you gave.
-
Here's the skinny and a little bit of soapbox. The reason we are advised not to give out any information is because of the chance that someone will sue us for keeping them from getting a job,libel or defamation of character. The same attorneys who…
-
Scroll down to the Personality Testing conversation in this section. While the topic was Personality Testing, the parameters regarding testing are the same and they were discussed extensively in that thread. Fortunately, it is easier to construct …