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Gillian

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Gillian
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  • You need to define what is an applicant. You can decide that unsolicited resumes are not applicants, thus no retention period applies. You could take a quick look through them to make sure that you do not discard potential applicants for a future po…
    in Applications Comment by Gillian May 2001
  • You do need legal counsel on this one. Your presumption that the problem is due to age is troubling. It is important to properly evaluate the cause of performance problems and your presumption seems to say that you have already decided what the issu…
    in Termination Due to Age Comment by Gillian May 2001
  • You may not be able to completely rid yourself of past implied contracts if such arrangements exist. Part of this game is that one cannot just rid themselves of a previous contract, implied or otherwise, by just having someone sign a new form. The…
    in Implied Contract Comment by Gillian May 2001
  • When you wrote "willingly and knowingly" refusing instructions that sounds like insubordination, however, insubordination is sometimes used loosely. Sometimes a supervisor will call an employee insubordinate when they merely disagree with a work ins…
    in Termination for Insubordination Comment by Gillian May 2001
  • The other messages have given you the formula. In addition to that you should decide what turnover is. Do you want to calculate layoffs as turnover, without being morbid - deaths. When uncontrollable factors are not counted you may end up with a mo…
    in Calculating Turnover Comment by Gillian May 2001
  • This one starts with a review of state and federal recordkeeping requirements which vary from state to state (at least the state ones do) and remember that various records have different retention periods. Next, one has to think about possible futur…
    in Personnel records Comment by Gillian May 2001
  • Feel free to contact me by E- Mail - [email]shugh@westernu.edu[/email] I was a consultant for 13 years before going to work for one of my clients two years ago.
    in HR consulting Comment by Gillian April 2001
  • I agree with the other writers, there are the possibilities that you will be violating Preganancy Leave regs or your own policies. The real problem, however, is allowing the employee to perform inappropriately and failing to deal with the results o…
    in Off the cuff answer. Comment by Gillian April 2001
  • ESL classes for employees. Spanish classes for supervisors
    in Language Barriers Comment by Gillian April 2001
  • Ours is that we will credit a rehire for former service under the following conditions. If they have between two and five years service and return within two months. If they were employed for more than five years if they return within four months. T…
    in Rehires Comment by Gillian April 2001
  • The advice in the previous reply is good. You should contact an attorney on this one. To answer your specific points it is necessary to start from the premise that the incidents did not occur at work and operate from the principal that, while it may…
    in Domestic problems that come to work Comment by Gillian April 2001
  • Take care with this one. As stated, probably illegal. The suggestion by another person to require bilingual leads is a good one, unless of course, you have leads who are not and they are doing the job. As a caucasian who is bilingual, learn Spanish…
    in English Speaking Employees Comment by Gillian April 2001
  • The message from Gar accurately reflects what the process is. A caution is that you shouldn't embark on this type of process unless there is top management support to do something with the results. Typically, there are supervisors and managers that …
    in Performance Appraisals Comment by Gillian April 2001