Gillian
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I go one huge step further. After a year of debate among senior staff we decided to do away with "employment at will". Our handbook makes clear that we have the right to adjust our workforce according to business demands and to deal in an appropri…
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Dates of attendance tend to indicate age, especially high school, and are best left off applications. If one knew the year that I graduated, yikes!
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I think that you will be on safer ground if you ask this person to explain the discrepancies. You may end up with the person admitting that one resume or the other was falsified. In that case you are better able to make a separation than assumptio…
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There is something wrong with this scenario, but depending on where you are it may be legally OK. In my state it would be a problem if the person has any health issues. It's probably worker abuse.
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Me too, along with many others. I was reorganized/downsized/whatever in 1986. Things were hard for awhile, got better, and ultimately proved to be a turning point in my professional development. Don't look back. If you are recalled and want to g…
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As long as you send the postcard to everyone, there is no problem. The postcards probably won't end all the calls though.
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This takes more than what can be accomplished in this forum. Feel free to send me an E-Mail [email]shugh@westernu.edu[/email]
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My advice is to "not go there" - this sort of policy is rife with potential problems. You have a little more leeway if the relationships are between managers/supervisors and employees but you should still be careful. I admit to some bias - my 27 y…
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Well, this thread gets a little controversial. Mine was the post that stated that I opted for merging the files after termination and I will stick with that. I agree that one of our roles is risk management but it is also to evaluate what is best …
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The attorney response is perfectly logical from a legal perspective which is to minimize risk to zero. In the meantime you will do more work and require twice the filing space. Evaluate the risk of getting into trouble because you have a merged fi…
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To tag onto the previous reply, having something from a third party means it may be read, and because there is no obvious tie to something that has occurred then no one will think that you are sending a personal message. If you see something releva…
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Since age discrimination laws cover ages 40 to whatever, someone could say that you were discriminating against people between 40 and 65 by preferring retirees. Assuming that you would hire someone between 40 and 65 if they applied, you might want t…
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If the job really required that someone is bilingual to do the job, recruit until you find someone. If it can be done by someone who isn't but not as well and if you are willing to settle for less, use "preferred". In a bilingual workplace it woul…
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You have already received lots of good advice, but one more thing. What usually happens in these situations is that the EEOC person asks for all sorts of information, much of which is really not relevant to the issues. They do that, in part, becau…
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While these are great tools, care needs to be taken when they are used for hiring purposes. When used in hiring they are tests, which, if there is adverse impact in hiring different groups, could give rise to the need to prove that they are valid. …
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Correct, don't call it "profiling". This type of activity is an integral part of out supervisor and management training programs.
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I think that whether or not you conduct the investigation is dependent upon the relationship that you have with the person and how whether or not your discomfort is a known issue between the two of you. If you have had a discussion or a confrontati…
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Yes, it is challenging. One thing to remember though, is that individuals within a culture act differently, just as we are individuals within our culture - we don't do everything the same. Education always helps. I found that when cultural differ…
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Ditto to Jules.
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If I could send you one through hotmail, I would.
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Guess I didn't need two responses, but I something happened to the computer and I thought that the response disappeared into never-never land. When I opened the thread I was prepared to do another. At least the second response was shorter.
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I agree with WACO Frank and the others who have a supply cabinet. I have been handing out aspirin for more than 35 years and expect to for a few more. Nothing bad has happened yet and I have helped to alleviate a lot of headaches and have had happ…
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I agree with WACO Frank and the others who have a supply cabinet. This is another risk evaluation issue. What is the risk of supplying aspirin vs. the benefit that we get by helping an employee with a headache? I think that the benefits outweigh …
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From a legal perspective the closest that I can find in this area is a Fair Employment and Housing regulation that states that posters must be in any language of the employees if the language makes up 10% or more of the employee population. The cit…
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I don't think that legality is the issue, but a pay practice that may not make sense. If a lot of time is spent on the other products, the sales people will not be able to make as much money, they will look for other jobs and your turnover will inc…
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Yes, it may be a problem but I don't see it as a major one, and less of a problem than what might happen if you don't have someone there. Hopefully, you have some documentation of the issues which make you want to have the witness. If it ever beco…
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You should not sit in on the interview. If the supervisor wants a witness then the supervisors boss could participate. Part of our role is to listen to the concerns and to be trusted by employees, and management of course. In order for us to do t…
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Ditto to all of the above. Employees exibit negative behavior when there is a reason for doing so, generally provided by management which is less than professional. The type of policy statement will exacerbate the problem, not get rid of it.
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As noted in the responses, we are a safety valve. When employees come to HR we have the opportunity to listen and make recommendations to fix a problem. That is a lot better than having the employees go outside the company to fix the problem, beca…
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It goes both ways Don. A few years ago when I was consulting full time a sexual harassment claim was filed against one of my clients. The state representative who was in charge of the claim asked to review the personnel files of several employees.…