Gillian
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Assuming that you have 20 employees you are subject to the Age Discimination regulations that protect employees over the age of 40. There is no age limit except for one that can require retirement of certain executives at age 65. I agree with js a…
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I'm hesitant to answer this one but will since I think it is probably the extreme on the generous side. Exempt employees have 26 days per year accrued to a maximum of 48 days. Non-Exempt employees have 14 days in the first year, 19 the second and …
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Not that I can think of. There are two reasons for "no solicitation" signs. One is to keep vendors out of the building but signs won't keep the extra assertive ones out. The other is to restrict the solicitation of employees for union membership.…
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Turn it over to your company attorney so that you don't inadvertently give out information that could harm you later.
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We don't have a point system or any other tracking system either. We depend on the employee to call the supervisor if they are going to be late or absent and for the supervisor to deal with problems of attendance when the need arises. In my opinio…
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Also in California. There was a bill in the Legislature to require an acknowlegment by each employee but unless I missed it, it has not become law. The bottom line for us in Ca. if that each employee, including those who work for private business,…
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There are a lot of legal differences, and an attorney is much better able to speak to them than a non-attorney. From a practical perspective I see no difference and I don't treat them differently in training. There is little workplace difference be…
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I feel the opposite of WOCO Frank. I think that arbitration agreements detract from the ability of the employer to have a positive relationship with its employees. I think that an employee who is asked to sign one at the new hire orientation think…
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Roberta - could you fax me your policy re. the sick pay bank. That is on my agenda and am collecting information. 909-469-5538 Thanks.
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This is one where employers should catch up with work life in the 2000's - actually earlier than that. Work life is not the same today and problems away from work affect work - a lot of the problems that parents have revolve around their children, …
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No, you don't have to hire one on one according to race. You should hire the best qualified person regardless of race. As an affirmative action employer (federal funds and more than 50 employees) you are expected to take measures to ensure the inc…
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Orientation programs are usually company specific so what you may need is some sort of program to advise about what should be included and what should not and how it should be put together and implemented. A very good handbook is Successful New Emp…
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It is probably OK from a legal perspective, however, it is not be a good policy. Overtime for supervisors is a common practice in some industries. When paid, it is in recognition of the work that is put in plus the fact that if not paid, the worke…
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Not in California. This type of deduction would be unauthorized, even if someone signed an agreement. The State views this as glomming onto an employees wages - a no no. The fact that an employee may be glomming onto a uniform is irrelevant.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-01 AT 11:29AM (CST)[/font][p]Your message doesn't indicate whether degrading/rude is just obnoxious remarks or those that could be construed as potential sexual or racial harassment. If it is obno…
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You are probably right but how far you can go requires legal assistance.
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You are dealing with an organizational culture issue. The only way it will change is for the top leadership to demonstrate proper behavior and to insist that others do as well. You can't be effective in HR being the police presence and if you are …
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Hatchetman's response is as good as it gets, so can't add to that. Would like to stress one point and that is the practicality of asking an employee, particularly a good one, who has been absent for the flu (no doctor) to go back and get a doctors …
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I don't think that the inconsistency is the problem. There may be grounds for a defamation lawsuit though. Your superiors need some education.
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There are no silly questions. People who have them but act without asking are the silly ones. Question #1 - yes, then if there are enough facts for an attorney to get in front of a jury, the outcome will revolve around the credibility of both part…
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Or change it - I know that you forgot to add that to your message, Gar.
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I don't have an attendance point system, nor would I consider one in todays work environment. There are a variety of factors which are working against those sytems, which are in decline as a way of dealing with absenteeism. The first is the one yo…
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While you may try to narrow applications by having clear requirements, etc, thus having employees elimanate themselves from consideration, you should interview everyone that ultimatly applies, even those who apply knowing that they don't meet the re…
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If they are good bring them back - less training etc. etc. Job hopping doesn't have as much as a negative connotation as was the case in the past - the average job tenure has dropped a lot. You have to weigh your concerns about appearing to have a…
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We have students and employees to be concerned about, including some students from the East Coast and many Middle Eastern students. We have a psychologist from our EAP who was on site all day yesterday and today. We made phone banks available to s…
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The first decision point is whether or not the employee is now legal. If not, according to INS regulations they must provide documentation within three days or you must dismiss them. If the person is now legal then you have to make a decision abou…
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In this instance I would go with the old name, rank and serial number especially if the failure to make probation has anything to do with personality (subjective) issues. If it is the latter, it can usually be debated whether it was the employees, …
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This is a little bit of both - referring to the previous responses. In my opinion if the harassment outside of the workplace affects the work environment then the harassment extends into the workplace and it is one and the same.
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I'll chime in since I am in California. The most common usage today is Latino/a. Hispanic has fallen out of favor, although government documents still use the term.In Mexico, it is certainly Latino/a. Latino is used when referring to males or a g…
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Ditto to the above. Don't attempt it yourself. Even if you do most by yourself, with guidance from an immigration attorney you may save yourself a bunch of problems. There are too many pitfalls. For example, some months ago we hired an employee …