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HRinFL

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HRinFL
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  • I don't think so as long as male hosts are required to wear a dress slack instead of chicanos or jeans, so that there is a similar level of dress. In my experience with dress codes for certain positions, it is important to carify what is acceptable…
    in risky skirts only rule Comment by HRinFL December 2004
  • I agree with The Don that preganancy should not be given special attention for accommodation. There are many women that do not have any difficulty with performing job tasks during the term of their pregnancy. There are some that have complications…
    in Pregnancy Issue Comment by HRinFL December 2004
  • You would not be in violation under the Act as long as you have the documentation to support your claim that other ees in their probationary period with the same pattern of attendance are termed. However, pregnancy is funny, because while it is its…
    in Pregnancy Issue Comment by HRinFL December 2004
  • First, I would check with the supervisor to make sure the other ee in the department has not been granted any schedule changes, etc. Have the supervisor write a statement about how the request would cause an undue hardship on your business. If the…
    in Resignation or not? Comment by HRinFL December 2004
  • I agree with Marc, I would not terminate, but would review her file and try to determine the appropriate level of discipline for her. The biggest concern is comparables - if this manager has not reported her attendance issues to you prior to the ee…
    in Can I terminate? Comment by HRinFL December 2004
  • We have a Time of Without Leave (TOWL) Policy at our company that allows an associate thirty days of time off for approved reasons (health concerns, etc). After two weeks, we send a letter to the ee and the manager reminding them that the ee has no…
    in Unprotected Leave without Pay Comment by HRinFL December 2004
  • My company has a no conflict/vendor gift policy that prohibits accepting personal gifts from vendors. If a vendor wants to give a gift, or if the company reaches a sales goal, etc. for an incentive, all gifts go to one department, who determines if…
    in Mor(e)on policies Comment by HRinFL December 2004
  • My company has dealt with a very similar issue in the past. The ee, who had a mental impairment, alleged rape at work (she had consented, but due to her imnpairment, her parents argued that she did not have the capacity to consent). They claimed n…
    in Sexual Harassment Comment by HRinFL December 2004
  • I definitely see your side of the argument, but I don't believe that by sending the letter, this means the employer has to change the existing policy. Employees quit all the time for many reasons, in my experience, only a few claim they quit due to…
    in what to do?? Comment by HRinFL December 2004
  • I would send the ee a certified letter as well. In the letter, I would explain that you are unclear why she left since she did not speak to anyone and that you would like to give her an opportunity to tell you what occurred. Explain that you are c…
    in what to do?? Comment by HRinFL December 2004
  • Don, I agree with most of what you said. In my short time on the forum, I have to admit this is the first time that I respectfully disagree. The alleged mistreatment does not give the ee the right to ursurpe the policies of the company, and she …
    in what to do?? Comment by HRinFL December 2004
  • We do not give out bonuses, but do have a practice of providing ees in our distribution facilities a steak dinner (with all the trimmings) every month if their facility is accident free. The dinner is prepared by the managers of the facility. This…
    in Safety Bonus Question Comment by HRinFL November 2004