JM in ATL
About
- Username
- JM in ATL
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Sometimes the problem is - is that whomever administers the bonus/recognition program often "looks" for reasons/ways to reward employees just so the program will stay alive and people will remain interested. This is when the program becomes ineffec…
-
I am so sorry to hear about this sudden and tragic loss. I hope your department comes through this with the help of the EAP. That was a smart decision to make. Best of luck. JM
-
Well, it seems like I've missed out on a good debate. There is nothing wrong with showing each other a little common courtesy, kindness and respect. We, as HR professionals, spend a LOT of time dodging bullents and sweeping crap that it would …
-
I'm in GA. It is my understanding that the law only has to be enforced if there are employees who are 18 and younger. I may be wrong, but if I am then having ee's walk 50ft. away from the building is not going to be that big of a deal.
-
To answer the question which was asked - you can terminate anyone for any reason at any time with or without cause - if you live in an at-will employment state. Due to HIPAA and privacy laws - no unauthorized employee should ever know about his c…
-
We outsource our COBRA. Ask your insurance agent if they have one they can provide you.
-
Good to know. But I still have this one tiny problem... I can find a whithholdings certificate. I have been to OK's DOL site, the site referenced above, payrolltaxes.com, ADP, and more. Not one of these sites have I found a withholdings certific…
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-06-05 AT 10:56AM (CST)[/font][br][br]If you "layed-off" a large group of people then you had a RIF (reduction in force). If you eliminated a position then it was a termination due to lack of work. …
-
We once had a company meeting, which every employee was actually in attendance for. I had a pretty box and asked all employees to write their names on a piece of paper and drop it in the box. When the box came back to me I did a drawing. After I…
-
YOu may also want to consider the flip side at this point. If you force her to answer the phones, she is going to purposfully do a horrible job. She is going to be rude to people, disconnect calls, etc. Which is worse? Can you not get a temp f…
-
If your supervisors are going to get into relationships with subordinates then it doesn't matter if you have a policy or not. If they don't respect your Anti-Fraternization policy then they aren't going to report it. I come from a restaurant backg…
-
What would you do about an alcoholic whose drinking does not impact his/her performance? Regardless of how you found out this person was an alcoholic? There is nothing that you can do b/c the information you have received is hearsay and is gossi…
-
You have made a step in the right direction getting the board involved, but be assertive and ask them for a course of action. What is their plan? Forced retirement with a severance package for the next 5 years? that might be cheaper than taking …
-
But if she comes back with a bigger chest area, I guess it won't be so confidential anymore - now will it? x:-/
-
Marc has the best, most simple and direct answer. Be honest. Have a meeting, discuss the issue, discuss expected resolution and discuss consequences. Keep it light and to the point. "Hey I think it's great that we have such a great work environm…
-
1) What question haven't I asked you that you feel I should have? ------------------ I hate the "what are your weaknesses question". If you want to ask it, fine, but at least phrase it so it doesn't sound so negative. In what areas do you feel y…
-
Well, if the arrested employee called her (the HR admin) as a friend, what relationship does the arrested employee have with the receptionist and how do you know the arrested employee didn't ask your HR admin to say something to her? If she gossi…
-
Thanks.
-
OK, but does this mean that we have to destroy all information that is current in employee files OR Does this mean that when we archive a file or dispose of a file after the exp. date - that is when we destroy the documentation? When should the …
-
There are several things that you can do to promote employee unity and improve moral. It all depends on how hard you want to try. Have pot luck lunches with a theme. Mexican, Italian, American, etc. or when you local sports team is going to be …
-
Shoot her. That would drive me up the frickin wall! No, seriously - I really don't know what to tell you. This problem is extremely disruptive to the other employees, and it is not medical related, but if you fire her for coughing, well she wil…
-
What I don't like is that everyone is so eager to fire people. Not just this post in particular, but in general. I've read far too many posts where people come here with a personnel problem they need help with and the typical answer they get is FI…
-
Yes, I agree. Make employees stop talking to each other all together. That way you will promote a really positive work environment and everyone will be much more efficient.
-
Fire them for what?? You have NO conclusive evidence - only speculation - that they are doing anything other than talking. The salaried employee is not leaving his work station and he is there "after hours" so whatever he does during those hours i…
-
And one other thing... I don't recommend that you fire anyone. Not just yet. There is a reason that these people aren't getting along. If you work with them to find out what it is and work through the problem, you will get to keep your skilled a…
-
A few years ago I worked for a company that was seeing tremendous growth. New employees constantly coming in, and the old employees felt invaded. The old employees didn't want to relinquish the duties that were overwhelming them to the new emplo…
-
I recommend you do an internet search of company size vs. employment laws. I've found a checklist of laws wich provide # of employees and compliance rules.
-
You have a smoking room? Where employees still smoke in the building?? Wow, I din't even think that was legal anymore. Where do you live? Anyway, if you have a "smoking room" where employees can smoke and employees choose to eat in there, well t…
-
Well, be ware though. In the state of GA, if you change her original employment agreement (i.e. Mon-Fri, 8-5) and the employee quits because of this change, they could be eligible for unemployment. Not taking into consideration her second job.
-
An employer has 30 days to notify their plan administrator of an employee's termination. From that date, the plan administrator has 14 days to get notice to the terminated employee. If the employer and plan administrator are one in the same, err o…