Gillian
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- Gillian
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The books may be fine, but they may be written with the US culture in mind. Some body languages may be universal but others are cultural. Eye contact, for example, is one that we expect. In other cultures, a lack of eye contact shows deference, a…
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Having experience in both the public and private sectors, here's my take. What you describe is common in the public sector but not as common in the private. Nothing is wrong, however, with scoring interview answers and doing so can add to a proper …
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An excellent web site about work/family issues is [url]www.workfamily.com[/url] Their site includes lots of information, including links. We will be embarking on a formal work/family project to evaluate HR policies soon and their information has b…
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Both previous responses are accurate. An issue which you should evaluate when you ask why the conduct was not reported earlier is the environment which you have. In my experience (including as an expert witness in these kinds of cases) it is not u…
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The Affirmative Action Regulations have just been changed and, as usual, no one really knows what an Affirmative Action Plan will look like under the new regs. You can go to the Office of Federal Contract Compliance (the enforcement arm) and downlo…
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Years ago when I worked in the public sector, the city that I worked for passed a residency requirement. The immediate impact was the inability to recruit people who, for whatever reason, did not want to move into the city. Fortunately, the city g…
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I agree with Down the Middle. In my opinion we have allowed ourselves to buy into the idea that we operate HR in a risk free manner - no risk meaning giving no reference information. Other people take risks, so should we, but reasonable of course…
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This is a "pick your poison" situation. You should evaluate the pro's and con's of firing her or bringing her back and putting her on a performance plan. There are some downsides to firing her precipitously. The fact that there was a workers comp…
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I agree with Gar. I suppose I may be biased a bit, but my 27 year marriage started with an office romance and I was in HR (personnel at the time). I don't think that you can stop them because when people want to get romantically involved they will…
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Mine comes from a sexual harassment case where I served as an expert witness. It involved three employees at the same company in the same department. I will call them big guy, little guy and "the object of their affection"(OTA)' Seems like OTA ha…
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Further, our Pregnancy Disability Leave regs. require reinstatement to the same job unless the employee would not otherwise be hired in the same position for business reasons (layoff for example)or if the position cannot be left open or filled by a …
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Could be. The information could be made public and create all sorts of difficulties. An attorney which we use has a story about this subject. His law firm published such a list a number of years ago. He suspects that the information in that list…
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Bringing someone in is a start. The real work begins after that is done because changing behavior requires constant follow-up and guidance. If this is not done, bad habits will probably return. The daily/weekly coaching that need to take place is…
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For Margarets benefit, the IIPP is the California version of workplace safety regulations - Injury and Illness Prevention Program - and is enforced by Cal-Osha, our state agency. You can E-Mail me at [email]shugh@westernu.edu[/email] and I can steer…
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Here's a response from Southern California, the land of many languages and accents. Screening by accent is OK if it is job related, and that is the issue. As used as an example by one of the other responders, if telemarketers cannot be understoo…
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Your question is what can you do to limit your liability. Here it is. You should cancel the trip to Illinois and put together a performance plan. Previous management hasn't done their job and that isn't the employees fault. Who knows, with some …
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You will probably have a problem characterizing this as a layoff when it appears to be inconsistent with the others and because there is the underlying problem of the employee/supervisor relationship. When layoffs are used as a reason to get rid of…
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No. The only regulations revolving around this are the discrimination regs. which say promotion decisions can't be made based on discriminatory reasons. How you get there also cannot be discriminatory, of course. From my experience the OFCCP (Aff…
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In addition to alerting the police and separating the employee in a careful way, you might want to contact a mental health professional to assist you, perhaps to be there when the separation occurs. Contact your Employee Assistance Program if you h…
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I don't know about Arizona but you are correct re. California regulations.
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It depends on the level of experience the HR staff has. There are more than HR issues here, such as possible criminal activity as well as investigating inventory and accounting records. You need legal advice.
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I think that this has a legal and a practical side. From a legal perspective I think that you can require employees to speak English if the job requires them to do so. From a practical perspective you might evaluate what this does for you in terms…
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You do have a problem and you should contact an attorney. There are several issues that raise questions. First, you have terminated an employee who has excellent performance but has an abrasive manner. This is certainly contradictory and would cre…
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I don't know where you heard what you heard but it's a real stretch as far as I am concerned. Besides, you don't have to have a written plan unless you have 50 employees and $50,000 in contracts. That's a lot of savings bonds.
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It cannot be avoided. The problem, of course. is with the higher level managers who aren't "with it". Doing nothing leaves you with liability from every quarter so you might as well make some progress at the supervisor level. Somewhere along the …
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I agree with the last message. If the employee is going to file a lawsuit or discrimination charge, the first thing that will be the subject for a subpoena will be the personnel file. To refuse might be the straw that breaks the camels back and cau…
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This is from a non-attorney and is an opinion probably not shared by a majority of my HR colleages. I think that, in general, employees view mandatory arbitration as just another way of putting the employer in the drivers seat thus reducing the inc…
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Stick with your policy. You have done fine so far. Changing it to a termination is not necessary and irrelevant.
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The chances of having an EEOC charge filed by someone whose resume you have not retained is almost nil, so having retained one here or there because it might be useful sometime in the future is almost zero risk. The benefits outweigh the risks.