HS
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I too find that there is an ethical issue of having your employee also be a security guard at the facility where he works. If he wants to work for the security company, you may need to say that he should work at another location. Just imagine the …
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Something to the effect of: (depending on your states laws and your policies) Effective today, your employment as a (job title) with our organization is terminated. Enclosed you will find a check for wages through today and any accrued and unused…
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Can you switch her to part time hours first, before resorting to firing her? If you can make that accomodation to her schedule, and she agrees to it but doesn't adhere to it, then you can terminate. My heart is ruling on this one...and sometimes i…
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>My current plan of action is to wait for the three month visit and >receive - in writing - the doctor's restrictions. (or lack thereof) I >plan to send a job description so that she and the doctor can have a >good coversation over th…
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Playing devil's advocate here (pardon the expression) Although I agree that it would seem to be that she is taking advantage...how would you feel if the 'something harmless' that she is doing, causes her to lose the pregnancy? If she has gone thr…
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Is the word "omnipotent" in this employee's job description? If not, I'd tell the manager to be more specific in her job descriptions in the future! 8-}
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If you are at all religious...remember this poem: Slow me down Lord Ease the pounding of my heart, by the quieting of my mind. Steady my hurried pace with a vision of the eternal reach of time. Give me, amid the confusion of the day the calmness of…
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Does your company have an intranet? You could post jobs there and have applications or 'bids' sent via e-mail. As far as the phone calls, if they are e-mailing, they will get a confirmation that it was received and/or read if they request it. You…
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I've found some of our best employees, don't always have the best resumes...and vice versa that the best resumes aren't always indicative of the best employees. Sorry to say, but this is an impossibility. There's nothing like a good face to face…
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I concur... Tell these employees that they are 'creating a hostile work environment', and 'that it is the company's position to intervene and discipline when necessary'. I'd end with something like, 'further behavior of this nature will not be tol…
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One piece of advice...IF, and I said if you do put a communication out, don't promise that it won't happen again. Heaven forbid if you do have to do another round of layoffs...you won't hear the end of it. You're never going to be able to stop t…
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I'd call it insubordination...depending on your disciplinary process...and if this is a first time offense, go with the counseling route. Explain to the employee that, even in an emergency, you need to notify a member of your management team that y…
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depends on your policy...but what I meant by 'overtime' was over the normal hours of work...sorry for the confusion.
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The way I see it, your company has 6 paid holidays. Regardless of what schedule a person works, they should be eligible for the holiday. It could be handled either by paying them for the holiday, giving them a 'floating' day of their choosing or, …
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First of all, this is a temp, not an employee. You are under no obligation to hire this person over someone that has been employed by your company. I'd explain the situation to your manager, then talk to the department who wants the temp. Tell th…
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Uh-Oh Don, x:o you've just offended the vegetarians! :-S
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We have it as a rule at our company. Sad, but true! I think you've done the right thing though in showing that the employee left their post for half the shift when they know that they need to be there for the customers! Maybe in the future you ne…
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Ditto with what the others have said, you are absolutely liable for anything that has anything to do with the company! Even if it's just a manager taking out his/her team for drinks / dinner...no matter if it's a casual thing or not. This is espec…
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Ditto to what Margaret said. Although, just a thought, if you are doing a performance review for LAST YEAR'S performance I'd give the one time 'bonus' RIGHT AWAY as a 'reward' for the good year they had. Then you can inform them that each year goi…
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Playing devil's advocate here, what if the way the employee was acting was how he/she deals with grief? Maybe they really do care about this grandparent and need the day to grieve. I say give it to them and don't make a mountain out of a molehill!
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The president is looking at what >type of severance package to offer him and we will be speaking with >the attorney today. A severance package??? What a generous company!
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You might want to consider putting in a clause for "volunteers" for each round of layoffs. Offer this to most senior union employees first, you'd be surprised how many who are either on leave or working would rather volunteer so they can find a new…
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I always love to ask the question, "Your supervisors and coworkers are throwing you a retirement party. What do you think they'd (or what would you like them to) say about you and your years of service?" It gets a candidate to think ahead to the …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-03 AT 02:43PM (CST)[/font][p]First of all, welcome Nevada! Now, in 'responding back', do you mean how to 'reply' to someone who writes something to you? If so, you click on the "reply" button tha…
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I don't know the laws in the state of Colorado, but knowing that this was a long term employee, I'd say it would be the right thing to do to provide him severance and possibly out placement services. Put yourself in his shoes...20 year employee, co…
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Most definitely lunacy! Your old boss is scrambling because he knows how well liked you were and he thinks his employees will start to follow you out the door. Happened to a friend of mine when he left a company, his bossess all thought that his f…
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Don't forget to also involve your local police department. I would think employees would be less apt to steal if they know that the police are becoming involved. Good luck!
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Depending on what you are using it for, I think I would expand that a bit. Some in-laws should be considered immediate family, especially in a Bereavement Leave type of situation. The same consideration for time off should be given for a parent-in…
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Wow, miss a week and you miss a lot! Well Don, you have been an inspiration to us all and you best not leave us, else we'll hunt you down.... No, no. What I meant to say was best of luck and come back soon! x:D