HRLASS
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Comments
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Ditto. Bad idea/bad precedent.
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This is the reason why, if you make any settlement with the union, you include a clause saying that the conditions of the settlement are "not precendential" and cannot be used in relation to future issues. You can't force an arbitrator or administr…
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Theoretically no, but we have frequently had the union bring up past practices from 15+ years ago (and we therefore stretched our relevant record retention accordingly). It can be frustrating and annoying, but it's not actually avoidable.
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I believe we have one policy that will cover approx 1 year after a rif, but that's it, and 5 years is way too long for a bridge.
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I anticipate that this will be coming up more as the "baby boomers" who don't want to retire, look for jobs to scale down to. We've had a couple of recent applicants in both of the categories mentioned below. From both resume and interview, one was …
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In response to the various comments to your post, I believe that you handled the situation well. It is our job to keep the business running as smoothly as possible and things happen to employees physically and emotionally that can affect the workpla…
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We had the same problem and in the department, the culture for a long time had been "protect and defend" and transgressions were not reported until it was too late to do anything about it. Eventually the incidents became to frequent and started anno…
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I like the one page idea and the KISS principle - keep it short! Our is four pages and I rarely get through it on a timely basis. I suggest employee kudos or features (ask dept. employees to report on each others interests???); health/weather info …
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I worked in an office with a similar procedure, but with some unique rules. Every employee was assigned kitchen duty on a rotating basis, with the exception of the owners of the business. The duties were set for evening - to empty and wash out coffe…
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Those notes, and any notes taken for any reason in shorthand, could end up as court exhibits and translation will be required. Do not take notes on matters relating to Company business in shorthand. They must be in a form that anyone who may need th…
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Our policy does not address the variance in income level in value of the transferred time. Hours donated by fellow employees are used by the donee in the order received. When there is no longer a need for the extra time, any unused donations revert…
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We follow basically the same procedure Mark described except the approval comes from the HR VP and we do state the name of the employee, but not the reason. We have been caught in the past with employees who try to work when they feel able and then …
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Pork - Do you get a stipend from SAVE for promotion? If not, you should.
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We have done monthly birthdays - 1/2hr break in the break room with a cake and sing to birthday people. We had communication complaints, so now we have a department meeting at 8am once a month which starts with congratulations for anniversaries, ha…
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Just to add my two cents - I'm in favor of distributing the photo, not just to the front desk, but also to the folks by the back door (we had an enraged spouse come in that way after her husband was terminated), managers, and anyone behind you in th…
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We put in a new break room and encourage employees to leave their desks for lunch, but we still have problems. It's ok to stay at your computer and read news or play games on the computer at lunch. What we have more problems with is supervisors co…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-09-05 AT 03:14PM (CST)[/font][br][br]I used the SHRM learning center books and was fortunate enough to take the 4.5 day SHRM prep class. It was seminar style with homework and practice tests every ni…
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I second everything from Parabeagle, and correct me if I'm wrong on this one buddy, but even though you have to rehire after return from military leave (if she follows the correct procedure), I do not believe you have to give her the same Long Term …
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I'm back with Leslie at number 1. Go over the jobs that need to be done and put together job descriptions. Personally, I would sit down with Mom alone first since it was her business and deal with it as a business issue. Does she want her legacy to …
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Yes to everything above, HOWEVER, we had one that started like this and escalated both in behavior and complaint levels to a lawsuit on the front page of the paper (literally!). It was called workplace harassment and much more and after a lengthy an…
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Triple ditto...
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With impactions (lay-offs/rifs) we allow the employee about 15-30 minutes to collect their belongings and in some cases, fellow workers help them carry their belongings to their vehicle. With terminations for cause, they generally are told to leave …
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We don't do it with the company profit sharing plan, but do the the extent possible under the plan document for the Employee Retirement plan. In some cases we have allowed vacation until the employee reaches the designated level; generally in cases…
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I agree with what both other posters have said. In our company mandatory training is made part of the employees' individual performance management plan. Training for the department is part of department annual goals. Example: If 5 kinds of training…
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All of our facilities are air conditioned but meter readers and journeymen are always outside. We provide plenty of water, uniforms switch to shorts in the warm weather, and everyone has safety training on illnesses due to heat - both how to keep yo…
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For whatever reason, a couple of months ago, many of our upper level executives were required to be email-accessible. They had already been provided with pagers and cell phones, but evidently that wasn't enough. However, since it was the company's r…
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I think you would have trouble with making them pay the company deductible for preventable accidents for various reasons already stated, as well as calculating the percentage from the fleet you described (logistical details). We have a couple ways o…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-21-05 AT 09:50AM (CST)[/font][br][br]I evidently picked up on this late, but for my two cents - What the employee group did in "testing" her was basically assault after they had been informed of the…
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We are a fairly large company and flowers, memorials, etc. are handled by either direct supervisors or department administrators. Because in both the legal and HR departments we can be called at any time, employees are requested to supply home and c…