HRinFL
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You can get a copy of the police report under the FOIA. You may have to pay a small fee for the copies, but the report should give you valuable information. It will also identify the officer(s) that handled the situation - you can try to call and …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-14-05 AT 09:52AM (CST)[/font][br][br]I agree with Dasher and TN HR. This is a serious matter and your company is liable for this ee's behavior. Start an investigation and report your findings. You …
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I agree with Don and JM. Take it to her supervisor and provide the supervisor with options on how to address the situation. Develop a timeframe for addressing the issue and ask the manager to follow up with you so that you know the situation has b…
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We make EAP participation mandatory when an ee tests positive for drugs through a random D/S. For ees that voluntarily admit, we offer EAP services, or inform them that if they want to use another rehab center, to use their health insurance for tre…
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Scorpio: Our ees accrue a certain number of hours per month for vacation, STD, etc. They can use this time before it is accrued. The way our system works, if an ee has one week of vacation, they "earn" it at the end of June. Two weeks, one is ea…
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I agree that a personnel file is just that, and that things that should not be there ought not ever be placed in the file. However, in the real world, this happens. We are a large employer, do not have HR in every location, and there are times whe…
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We've never charged, but we typically send the documents to our attorney and have them decide what documents to provide. Once we all agree on what to provide, our attorney sends the documents. I think they charge $.25 per page.
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Welcome to the Forum! I agree with TN HR, we need more information. Are you looking for a formal process, or for something more informal?
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It seems you are concerned that singling this ee out would be discriminatory. Why do you want to have this ee use a time clock? Can you not read the ee's writing? Do you believe the ee is not accurately recording hours worked? Maybe knowing the …
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We do not release documentation from an ee's file if they are inactive, without a subpoena. Anything that the ee can review, they receive at the time the document was issues, be it an evaluation, disciplinary document, etc. Therefore, when they as…
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I worked for a company that recognized perfect attendance throughout the year. Ees that did not had perfect attendance received a certificate, a nice polo shirt with the co. logo and perfect attendance with the year on it. Each year, these ees wer…
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It surprises me that you want to fire this ee "without cause" when you have a reason to fire him - dishonesty. Unless you do not ask on your application about ever committing/been convicted of a crime, that is a valid reason. Not disclosing inform…
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When I worked in dispatch many years ago, we were randomly tested for drugs and alcohol because we were in the transportation inducsrty. This may be something that is state specific, so I would contact your DOT department for clarification.
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I agree with Gene. It doesn't matter that the ees were only out for four hours. It appears to me that you had two ees that were unable to work due to health reasons that arose from being at work. I would classify it as W/C, and sinmce they went h…
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I agree with the others. Additionally, if you have a question on your employment applcation asking if the applicant has ever been accused of committing a crime, or a question of ever being convicted of a crime, and he did not answer the question ho…
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Is there a line in the sand, you bet. Does the line vary with people and places, you bet. BUT, HR does not draw the line, the ee does. A line by place - in a warehouse or manufacturing business, there are conversations that take place every day t…
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I understand Gene and Marc's points, but I agree with The Don. We all know that courts are always redifining "harassment," "discrimination," etc. Decisions are made on a case-by-case basis, relying on the information presented. This is why we get…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-29-05 AT 01:09PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 03-29-05 AT 01:07 PM (CST)[/font] I think we also need to know if the supervisor is alleged to have engaged in quid …
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[font size="1" color="#FF0000"]LAST EDITED ON 03-08-05 AT 02:03PM (CST)[/font][br][br]I could keep the personnel file and the file with notes, etc. together. I have always recommended to handle this the way you are most comfortable. If together, t…
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While I am sure that there will be differing opinions, here is my suggestion: Keep a file that contains documents that are given to the ee, such as: performance reviews, disciplinary documentation, documents related to attendance/punctuality, chan…
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What is he not doing and not doing correctly? When did you find these things? How did they come to your attention? Had these performance issues been addressed with him before? If so, what was communicated to him? Have there been other ees with …
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[font size="1" color="#FF0000"]LAST EDITED ON 03-10-05 AT 07:08PM (CST)[/font][br][br]MaryB: There really is no way to have a definite policy in place. All that an opposing attorney can really expect is that you provide whatever documents you have…
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Or is she talking about a way to protect documents from becoming discoverable in the chance there may be litigation. A little more information please!
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Have you discussed giving him FMLA paperwork to see if he qualifies for FMLA? The sores may be due to some sort of medical condition (instead of just poor hygiene habits). Give him the paperwork, explain that the odor is a distraction to others an…
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I agree with Rockie. To me, if they are honest about it on the application, and the nature of the offense would not create a situation of negligent hiring (such as someone convicted of rape working in a department/facility with a large number of fe…
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I admit that dealing with unions is not an area of great experience for me, we are not unionized and have a separate labor relations area. My involvement is normally reactive, as I would be responsible for investigating ULPs etc. I do have a famil…
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It depends Ray, is that a regular bonus that you receive based on your efforts to enroll new members, or is a promissary kickback from James for good behavior and therefore, not guaranteed? x}>
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I agree that ees have the right to discuss the conditions of their employment and that those discussions are "concerted" activities - as TN HR mentioned. I guess I view what conversations meet the criteria to be "concerted" or related to the condit…
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This is hard to police. As an ee, you should not discuss particular ees pay rates. However, in every place of employment, ees talk, and routinely talk money. This is hard to control. If someone complained that people are talking about what they …
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I agree with the other posters, unfortunately, there are times when we lose good ees for whatever reason. You cannot enforce policies that you liberally apply. Consistency is an ers biggest argument against employment related complaints. Now th…