Gillian
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- Gillian
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[font size="1" color="#FF0000"]LAST EDITED ON 10-07-02 AT 03:22PM (CST)[/font][p]when the very good looking receptionist who attracted all the guys who hung around her desk all day long, applied for a job at the police department and the fingerprint…
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Here's mine. Some years ago when I was consulting, I had a manufacturing company as a client in an area which was not a real enticing area to work. I was advised one day that the receptionist had quit and that they wanted me to find another one, n…
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Our Safety and Environmental Health person just told me a funny. He was in a meeting with our anatomy lab employees talking about how the fume eradication equipment works. The lab tech, whose job it is to embalm cadavers, said that he didn't think…
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Back in my consulting days I did an HR audit of a company and during the audit asked if they employment physicals and, if so, for what job classifications. The HR person, or more accurately, the person who was trying to do HR, told me that they did…
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Yikes!
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Not true, there is a three way tie. No votes for me either.
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Done.
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Myth: You should always do what your attorney says. Fact: You should evaluate an attorneys advice the same way that you would evaluate the advice of any other advisor. The attorney response is not necessarily what is best for the business.
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That quite all right. Wouldn't want to drink the stuff. Why would you have a supply of it in Mississippi? Must have had some value to you.
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After all of that, I am sure that we in Ca. will all feel much better. Why are you working on Paul's job description? He is your boss now that I have reorganized the place. You won't need household goods. We have a tent for you on the beach.
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Further, I, bought Paul's company while no one was looking and I'm going to move the whole thing to California, where Don will have a jolly time trying to fit in. Well, maybe not - he would probably quit in disgust, but such is life.
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Best check your state labor laws. My state would view this policy as a restraint on a persons ability to make a living and move around. I suspect that this is true in most places. If you have no contingency plans to tie someone to their desk if t…
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Margaret is correct. AAP's are so cumbersome and are dependent on specific circumstances that the best thing to do for a first plan is to have someone who specializes in this area do it for you.
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A real seniority system is typically only found in a union environment and in civil service. These systems will usually be held up in court. Outside of a union environment or civil service seniority is, as stated in the other posts, just one facto…
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Try surveying supervisors to find out if the employee actually put the learning to work. You could do this after a period of time has passed. Follow-ups with the employee would be good as well. The problem with limiting the survey to immediately a…
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I agree with Margaret, but I think that you have a bigger problem and that is the supervisor. What an awful message would be sent to the employee and everyone else when they found out that this was counted as an absense. This instance is the clue …
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If you send me your FAX number I will send you a policy - [email]shugh@westernu.edu[/email]
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You are like everyone else because of the new rules. Until there is some experience to follow it is probably best just to do the best that you can. If you write something that is incorrect the worst that can happen is a citation with instructions …
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We don't have a need for a mandatory overtime policy. The language, though, could be something very simple, such as "We will attempt to schedule overtime in a fair and consistent manner, however, we must point out that business need may require tha…
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No fault systems are OK if they take into account all of the reasons that an employee is legally entitled to be off work. The biggest concern is FMLA, especially with intermittent leave. Employees who count these as absences and discharge someone …
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Some organizations may do this as part of their compensation program but I think that you are dealing with a cultural issue. In some organizations, managers are so focused on the importance of titles that to take away from that creates more negativ…
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Simple is best when it comes to the employee handbook. Some employers supplement the handbook with an HR manual which goes into greater detail and which is directed at managers and supervisors. You can have a wide ranging manual or a skinny one. …
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The manager referenced in Craig's response is doing what should be done - tying the evaluation into the job description. Most evaluations, the ones which measure traits, are not accepted as accurate by employees and create all sorts of morale and l…
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I think that working today is a balancing act and that work life and outside life are intertwined. The old days when we could tell an employee to keep personal life at home are over. Unfortunately, the employees least able to strike a balance are …
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Wow! This is one of the more challenging items that I have seen. I think your response is first of all, based on what regulations say, followed by recognizing the diverse workplace of today. Assuming that you have 15 employees ( 5 for us in Califo…
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This is a classic dilemma which always generates opposing viewpoints. I have had side work teaching HR for many years and this issue always comes us and my students are HR professionals. This is my take - flexibility is necessary because no issue …
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A one size fits all form may not be the best way to go. I think this starts by evaluating why you want to evaluate the HR Department. The answer to this question will probably help you design a proper instrument. A common approach is to use a 1 …
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This IS an issue that an attorney should help you with, for the reasons stated by the attorney responses.
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Last question first - I don't know of any California company that takes advantage of this opportunity - it is too darn complicated and there are not enough hours in the day to track it all. The criteria that you listed is correct, however, there ot…
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I work for a non-profit and there are no differences.