JM in ATL
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- JM in ATL
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Sorry to hear about your unfortunate situation. It is never easy facing such a difficult experience. But it is something you can learn from, and hopefully grow from. Not all company HR departments work the same way. What may work for one emplo…
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I too am concerned with the wording you used "stab back". Was that a quote this employee used? If so, I would take immediate action. There are certain states that do allow employers to take out restraining orders against individuals. I would als…
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[url]www.hrtools.com[/url] They have a weekly email (free) that they can send to your supervisors on certain issues. Some topics are three weeks long, some 5 or more. I did it a while ago, collected some good information. I recommend you check th…
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Before going as far as actually installing the camera, I would have a little mind bending conversation with her. It definitely seems like she is the victim of her own twisted abuse here and is most certainly looking for a good lawsuit. In this…
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Well that really all depends on your company policy, and I am assuming that since you are asking, this may not be included. I believe according to the Drug-Free Workplace Act that if the employee requests to see the results within 5 days, they are…
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We are estimating nearly 30% this year. We had two babies and are expecting a thrid before the year is finished. We only hire hypochondriacs and the terminally ill, so our insurance is already outrageous. Add those babies to it and we will be payi…
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All you can do now is make sure that you have investigated these charges, and have itall well documented. After that it is a wait and see game. Will she actually go to a lawyer and will he/she actually say that she has basis for a claim? I've…
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Well let's start with this... REMOVE the fact that she is pregnant all together. Now, sit down and review all of the personnel files in the CR dept. Make sure your documentation supports getting rid of this ee. Does another ee who is compensated …
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I still fail to see what the grounds for termination are here. Yes, I understand that this person called in sick after taking a three month paid maternity leave, but the leave was approved. If it is a performance issue, then this needs to be addre…
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Yup, this IS muddy water, but I intend to disagree with the other posters about terminating her immediately. So your GM is disappointed that she is not the star performer he thought he hired... has he discussed her performance with her in an effort…
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I was confused for a moment and then I realized I made a huge typo. This ee is EXEMPT not NON-exempt. I'm going to chalk that error up to it being Monday. Really, I'm not an idiot. OK, let me re-state my jibberish. The ee is a salaried exempt a…
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Kathy: I think it is INVALUABLE to send your receptionist to a training class. Especially for someone who is stepping outside of their boundaries (for whatever the reason). I am actually sending my Recep to a class in October on Front Door Etiq…
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Can you be a little more specific? What kind of information are you looking for?
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One other note: Even if you are a Federal Contractor of Subcontractor don't you have to meet minimum requirements before you have to implement an AAP. It is 50 employee AND over 50K annuall in contracts, correct?
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I think it would hurt morale to take away an already implemented program. Some employees may be working really hard on their attendance and doing well. If you take this away from them it will be discouraging and disappointing. They will ask the…
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No. Imagine if his wife didn't work for your company, would you still make her responsible for paying the insurance premium? Follow the laws of the FMLA on how to collect premiums from employees out on leave.
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Thank you for your quick reply. Do you know where I can find that information in writing? You know how some people are, they won't beleive it until they see it.
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OK, pretty much same question as the PTO in WI. Either post for an answer is fine with me.
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[url]www.gneil.com[/url] sells Labor Law posters and they will list which ones are required by law. They sell the federal 5-in-1 plus three. The plus three are three additional postings on one poster.
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Sorry I don't have the answer for you, but did you check the EEOC's web page. They will probably be able to help some. I believe its [url]www.eeoc.gov[/url] Good Luck!