IrisD
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Yes, a problem that first came up in healthcare facilities is disinfecting keyboards on electronic equipment. However, the main line of defense is handwashing and sanitation. Place pump bottles of hand sanitizer throughout your office. Place a tras…
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Do you mind telling us what type of business you are in? Is this policy in place for all employees in all departments or only for designated employees?
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How expensive is each book and how many are lost each year? Is annual cost under $100? It may not be worth your time in investigating the topic. Just really emphasize at orientation that the handbook is the responsibility of each employee and it mu…
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There are no laws governing policy manuals, so they do not have to be in print; some employers have them on line. However, if not all your employees have computers at their workstations, you should either have printed copies available for their use …
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If you assure your owner that employees will be there during "core" hours or for required meetings/training sessions, it should win him over. One caveat--when determining who will be allowed to work flex hours, be sure you do so by a written set of …
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Along with checking with your insurance carrier re liability, you will also need an employment policy outlining rules (signing in and out) and any limits on the use of the equipment (hours of operation, etc.). Of course, there are now health issues …
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You need disclose only what areas of the facility were exposed, not necessarily the name of the ill person. Of course, the gender of the ill person may be revealed (i.e., ladies' or mens' rest rooms). State that you are having these areas of the fac…
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kldrake- Don't your long-term employees complain that they get the same number of days as new hires? Especially when they find out their friends are getting 3 weeks after 10 years?
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The Fluor Corporation (www.fluor.com) has a highly successful, nationally recognized mentoring program that you might want to research.
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While a company must respect the privacy of employees, this inappropriate behavior would directly affect your organization's reputation, and thus it's ability to do its business. So in order to protect the interests of your organization, you are jus…
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We are a very small company. We have "floating" religious holidays; employees can choose Good Friday or one of the Jewish holidays; they can take more time as vacation. So far, we haven't had a request for a holiday of another religion, but we wou…
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Looks like you have a case of "pay compression," which ironically often results when you have a number of long-term employees at the top of a pay range--the result of good retention practices and employee loyalty! If upper management doesn't want em…
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There are so many issues involved with relocation that are time-consuming and problematic that, if you don't plan on doing this very often, you might consider hiring a relocation firm (there are many out there; do a search on Google) to handle all t…
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Looks like Croc's rival, Skechers, is solving the problem with the holes by coming out with hole-less Croc ripoffs that they are selling as "Scrub Wear" for healthcare facilities.
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As a former public employee (school system), I think the job title is sufficient; there is no necessity to print the name of the person(s) in the job unless it is an elected official.
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My boss is like Ruth, the marketing department manager, on that old Tom Hanks show, "Bosom Buddies." She is capable, knowledgeable, sophisticated and fun, but we are never sure if she is on upper management's side or on the side of her own reports i…
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Aside from the word in question, employees don't have the right to put up signs on the snack machine, anymore than they do elsewhere in the workplace. The machine should have a contact extension to contact if reimbursement is needed for lost money o…
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There is a lot of potential for good-will publicity out of this because it is so visual. Have a TV reporter cover the first presentation of the dolls and have a photographer from the local newspaper as well. How about a special case in the lobby o…
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As with anything in the workplace, you have to set up some rules for IMing State that IMs are suited for short amounts of information that need to be received immediately (quotes, PO numbers, delivery times, phone numbers). E-mail should be used for…
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There is a new book out by several Hay Group experts, The Manager's Guide to Rewards: What You Need to Know to Get the Best For--and From--Your Employees that contains several examples of best practices and may be of some help to you. The authors be…
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Hi- You might want to read the new book, No Seat at the Table--How Corporate Governance and Law Keep Women Out of the Boardroom (www.nyupress.org). It has some data tables and resources that may be helpful to you.
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Was reading the June 4 National Law Journal (page 6) this weekend and it had an article on video resumes titled "Employers Told to Stay Away from Video Resumes." The article said that employment lawyers are advising clients not to accept them--or e…
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I just saw an article that says when a collective bargaining agreement is in effect requiring an employee to join a labor union, the employer and the labor organization should consider allowing an employee whose religious beliefs conflct with union …
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Just saw on the Internet that NASA's Inspector General is being asked to resign after a report that he was too cozy with vendors--swore at his staff--and created a hostile work environment.
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There are many considerations even if your state allows mandatory direct deposit. Who is eligible for direct deposit--all employees, full-time only? What about temporary employees such as summer interns? Must employees wait until a probationary p…
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We had a married manager (male) make out with an unmarried employee (female) from another department right in front of everyone at the picnic. It certainly looked consensual. I think alcohol might have been involved. We are a small, family-oriented…
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Do you mean at work or off hours as well? Answer probably depends on your state and local laws. Without asking her to stop smoking, you could give her some cessation materials from your healthcare provider, EAP, or local health agency "in case she…
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The company culture should be such that employees feel that they can express frustration or anger in words, rather than letting it build up to the point where they burst into tears. If you have a manager, like the one Barbie mentioned, whose direct…
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While I believe that workplace crying for women should be avoided if we are trying to level the playing field (tying in with fisHRman's analogy), I think there are times it is acceptable--tears of sadness (death of a colleague, a retirement, etc.) o…
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Have management or HR think of some projects, not necessarily department or task specific--something like the summer picnic committee, where you assign employees (clique people and nonclique people) as sort of enforced "mixing." By getting to know…