HS
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franfields...it's called 'grade school mentality'...or whatever euphemism you want to use. People always want to be included in activities...and feel slighted, insecure, jealous (and whatever other adjective you want to throw in) when the aren't 'p…
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>As franfield states it may be the manager's "right" to socialize with >whomever he/she wishes after hours however in any situation I have >ever been party to this has ALWAYS raised questions and lowered morale >in general. There…
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Depending on your relationship with your supervisor (friendly, not friendly...and I'm assuming it's the latter), you could talk to her. Otherwise, I'd talk to the person above her whom you feel most comfortable talking to and 'causually mention' wh…
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> will this be percieved as discrimination? MOST DEFINITELY!! Your policy seems to clearly state all use of tobacco in restricted areas WILL result in termination. Sounds to me like you need more consistency in enforcing or being flexibl…
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>I have been in HR for over six years. Some days I love it and other >days I want to quit, but one thing that has made my job better is >being able to come here to the forum and read questions and opinions >of other HR profession…
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Unfortunate, but true...our managers perceptions of individuals they interview could be based on "looks" and we wouldn't know it if there were several people qualified to fill one opening. Strange that one would actually come out and say that to yo…
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Anything as ambiguous as "not the right fit" could lead to a lawsuit. It depends on the individual who is being "discriminated" against. Best bet is to take some of the advice already posted. Advise the manager about "Civil Treatment" of his empl…
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Not only is that not reasonable, but having them travel much farther to another facility is not reasonable either. How far apart are these 7 hospitals?? Will it create undue hardship for someone to travel to another facility? If so, offering some…
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Well Jocelyn...you never know what sort of "can of worms" you'll open up with a question like yours. It would seem that we've strayed however slightly off your subject. I would suggest that you pull the individuals in question aside and inform the…
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Sounds to me like you should cut your losses and start looking for a company that's on more stable ground.
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We just recently changed from 33 cents to the IRS regulated 36.5 cents per mile.
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It would depend on the language in your separation policy. For instance, ours says that the, "Separation pay benefits will not be available to employees who are dismissed for cause, who refuse a comparable job offer within the company, or who volun…
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Each year our company worked with the local Salvation Army for 2 different charity events. One was a "Thanksgiving Food Drive" where employees donated non-perishable items to benefit local families so they would have a "traditional" Thanksgiving di…
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Yes, I downloaded that as well, but my boss wants more information. There wasn't enough info...or he wants additional info or other ideas from companies...does anyone know of any other web sites or articles?
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Can anyone tell me if there are any articles on what other companies are doing to honor the anniversary?? My Director wants to see an article of "suggestions" on what other companies are doing to remember that day. Any help on where to go??
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> >I think if your company has an EAP program, e-mails or memos should go >out in advance letting employees know that if they are having a hard >time emotionally, that there are resources out there for them. > This is a great idea…
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We feel the hispanic worker is without question our >strongest worker, as an individual. As a team they become even >stronger. Given the opportunity to "sail their own ship" in >competition with our american worker teams, the Hispa…
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I agree with Don. We do run a call center, not 24/7, but it does run until 10pm weekdays and day hours on the weekend. We make sure that the employees know what the shift is, and know what's expected of them in terms of being here and on time ever…
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>I'm just curious how everyone feels about the subject of office dress >codes. What's acceptable for everyday wearing apparel in your office? > I'm wondering about both male and female attire. Butch, Back in the beginning to mid …
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The advice so far is on target... One thing though, you mentioned that you didn't fill out a disciplinary report. Do you have any other documentation for the times she's been spoken to? A memo to file, a work diary, etc.? If not, you'll have a h…
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>What if at the end of the 30 days, two employees came forward with a state ID >with their photo, but a totally different name, and a legal social security >card with a name matching the name on the state ID, and then claimed >to be US…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-05-02 AT 10:20AM (CST)[/font][p]Lola, Now that was hilarious!! x:D You said it's true?? x:o You've got to be kidding! Either way, thanks for making my day. x:7
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>If you want to be absolutely safe, the advice above is excellent, but >lousey employee relations. Not sure if I agree with the lousy employee relations comment...I'd rather have healthy and safe employees than drunk or hurt employees…
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We used to do the "one drink ticket" at our Christmas party. I agree with Don tho, It's not going to make a difference in the event someone left drunk and caused an accident. I would think both the location serving the drinks, and the company spon…
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Do you have a program in place that your reps all know about; where you monitor calls for quality assurance? If not, you should insitute that practice for the future. If it's a "personal" call, you are not allowed to monitor it, just note that it …
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I would think that as long as the work is getting done, and there is no additional work that this person could be doing, then as an exempt employee, you are paid based on the job you do, not how long it takes to do it. If "summer is slow" in this p…
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It's not a good idea, no matter how much we might like to, to give out reason for termination. You can get yourself into a whole lot of trouble that way. What you can do is say that this person is not eligible for rehire and leave it at that. Let…