Gillian
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The best ally to have when dealing with these issues is a mental health professional, because they have the skills that are needed to bring a person back to earth, so to speak. Call your EAP if you have one or get a referral from someone. The last…
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In line with Margaret's theme, California regulations provide that an employer with 25 or more employees must reasonably accomodate an employee who voluntarily enters an alcohol or drug rehabilitation program unless doing so would be an undue hardsh…
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Dignity and respect. This is not the time for arguing or debates about who was right and who was wrong. A simple "wish you the best in whatever you do" is a good end. Anything else might sound contrived. At the risk of starting a debate, HR shou…
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The posts by Paul and Margaret illustrate how tests can be used in a positive way. We use them in our Supervisor and Management training as well - as a development tool. There are no promotion or demotion decisions based upon them. The problem wit…
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Personality tests can be used in the training setting to generate discussion about communication, stress etc. etc. if used correctly. They can be development tool.
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Exactly - before just getting a test based on someone's recommendation or off the shelf check out the Uniform Guidelines on Selection Procedures, the gist of which talkes about job analysis and the validity of tests. In fact, part of the Guidelines…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-13-02 AT 09:44AM (CST)[/font][p]There isn't any legality involved, just the morale impact of making people use a time clock when they didn't before, made worse if just a certain group is required to u…
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I am also in California. Unless you can tie the behavior of the manager or the Company into some sort of legally protected activity (discrimination based upon race, sex, religion, national origin etc. etc ) what you describe is a situation where yo…
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I don't know if a handy dandy list exists but it can't be too hard to put it together. If you will send me your FAX number with information about the type of agency I'll see what I can do. I'm in California and my e-mail address is [email]shugh@we…
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Me too, if you want to talk 909-469-5538. I consulted for a bunch of years before going to work for my favorite client.
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We have some unique situations alright, but I don't think the legislature will suggest honesty challenged people as a protected class!
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[font size="1" color="#FF0000"]LAST EDITED ON 06-05-02 AT 09:56AM (CST)[/font][p]This is a "it depends" situation and no, we in sunny California do not have to comply with a regulation that permits people to lie on their resume. On the face of it, b…
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California does.
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This is a lesson in accepting legal advice at face value. Sometimes it is good, and sometimes it isn't. Second opinions are good - in health questions, mechanics, attorneys and others as well.
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I'm also in California. Miriam's response is right on. The reason that you want the data to come from the employees is that your data will become the base from which you will work from now on. If you guess you will always be wondering if you gues…
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Before documenting the problems in a disciplinary way you might want to be up front with him and tell him that his perceptions don't match what you have gathered from co-workers and others and because of that you have a dilemma. Suggest third party…
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With all due respect this sounds so dysfunctional that no amount of talking to the owner will amount to much. You should though, so that if a lawsuit does happen you aren't accused of knowing about the problem and not saying anything. Anytime some…
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From my perspective mandated referrals can be done, but sparingly. I don't think that mandated referrals should be used for run of the mill performance issues unless the cause is substance abuse or something similar.
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Be businesslike and professional. Clue your managers in that this person will probably want to talk to some of them and they should be businesslike and professional as well. If this person notices things that can be quickly fixed, fix them while t…
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Certification is a great thing to have, but everything else you describe is off the wall. Unless this is some sort of subterfuge to cover discrimination of some kind, the forced education is probably something that can be done, and if the person re…
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After this experience it is time for him to find a better employer.
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Assuming that you have 15 employees such a decision would violate the ADA because he has a "record of an impairment" or "is regarded as having an impairment. If you had a job related physical examination, however, that might tell you whether or not…
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You do need something local, because salary ranges vary widely from one part of the country to the next, and sometimes in the same metropolitan area. In addition to the web sites you could also buy a salary survey. Do you have an Employers Associa…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-08-02 AT 10:10AM (CST)[/font][p]I don't think that you are in California, but if you are docking the extra PTO would violate state wage and hour regulations. I think that the only way to deal with th…
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Document everything that occurs so that you won't get blamed if things go bad, as they sometimes do. I've been through this. I and the person to whom I reported the conduct formed a team to fix the mess and we came out on top, but I was prepared w…
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Exactly! Now that it is a one time incident, probably the best thing to do is to advise the employee to either tell him there is no interest (maybe hard because of his position) or to let HR know if the advances continue. It is hard to know when th…
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Someone with the right political connections should tell him to back off and tell him why - a sexual harassment charge, which, given this is a community agency, wouldn't look too good in the newspaper. You, of course, are responsible for creating a…
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BFOQ's that are based on customer preferences, surveys and that sort of thing are generally not successful. On the other hand, if you have a situation where violence is possible, you might want to get assistance to study the issue. The assistance …
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Having researched the topic a bit, it is my opinion that most of us have significantly underestimated the level of employee resentment of the "at will" statements, not to mention the repetitive reminder to employees that they are employed "at will a…