Judith
About
- Username
- Judith
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I agree with Whirlwind for the most part. When I did job/career fairs I went and always tried to take another manager. The problem I encountered was the manager trying to monopolize the potential applicants for their department. Communicate to th…
-
[font size="1" color="#FF0000"]LAST EDITED ON 01-07-05 AT 07:29AM (CST)[/font][br][br]If you accomplish ANY of these goals lend me your magic wand.
-
I have just done this myself although we have not finished the approval process -- I got some great ideas from some forum posters and the SHRM website. If you send me your email address I will send you a copy of the form. Thanks and good luck!!
-
It must be nice to be so picky when looking for a job -- there are tons of people who are deperate for work and then you have your applicant....go figure!!
-
Will this employee actually meet the definition of a consultant/contractor? The IRS has an easy to follow form to see the criteria as well as the SHRM website for the details. Be careful because it could be a costly mistake.
-
She can provide documentation via fax. How have you handled situations previously with other employees? Does the manager not see an issue with this? I would try to get some consistency in your company with reporting to HR -- if you can't then you…
-
I agree with SMAce -- if she is a good applicant I would not want my competition to get her. They may end up with her because a friend there told her about the problem she fixed it and she is now your competitor. You may want to consult your attor…
-
Good luck to you -- I hope you enjoy your new venture -- for as much time as we spend at work we should enjoy at least half of it!!!
-
University of Phoenix does exist -- it is designed for adult education if I am not mistaken. You can check to see if they are accredited the same way you would check any other college -- if in doubt about a candidates degree I would ask for tr4ansc…
-
I agree with Don to put him into the RIF process IF his position would normally apply for your RIF. However, the date his FMLA starts I would say would be the 16th if you did his certification within two days of your verbal. You stated you held of…
-
stick with the facts and let UI make their decision. Sounds like you handled the situation correctly.
-
we have a PTO policy which is non accrual. We grant PTO based upon years of service Jan 1 the ee uses it all year and can carry over up to 80 hours and pay out the rest (or pay out all of it). we have separate policies for bereavement, jury,etc. --…
-
I also stick with FACTS therefore I do not rate performance. I also only do written info with ee's authorization. For the rehire question I answer "eligible for rehire" (unless they are not) but most everyone is. That does not mean that they woul…
-
I am certified at the SPHR level and yes it was a tough exam. However, my certification credential gives me a lot of credibility to those who have like educations (Bachelors) and lots of years in business. Just because you have worked in business …
-
I would address all of the appearance issues with the employee, not just the hair. If your policy clearly states that the employee has to wear a hat you should be ok -- I assume you had your policy attorney reviewed prior to distribution. If not r…
-
If you are a Human Services agency and a department of the state or "community" and your complaints have come from people who they or family members receive your services (which this ee provides) I would get a test done to clear the ee or to handle …
-
You can file online which does not require paper at all. Check out the filing website at [url]www.mimdms.com[/url]
-
Don't forget your liability in the areas of misconduct including sexual harrassment, etc. which commonly happens when people drink - regardless of their age.
-
How does an employee get paid a bonus check by mistake??
-
My OSHA Officer just attended one by Healthcare Compliance Resources, Inc out of Roanoke VA and said it was great -- best one he's been to in a long time. Good luck
-
Giving references thru HR is a common practice but as we all know supervisors will do what they want regardless -- after all they know it all. I have also explained to our supervisors that if they give the reference they could open themselves up to…
-
When verifing past employment I answer the rehire question with "they are eligible for rehire" -- if in fact they are eligible for rehire. That way I am not on the hook for promising to rehire someone that may be have better competition during the …
-
Our company pays for the holiday even if the ee is on unpaid leave -- I agree with the masses that the ee should be working or on approved leave to get paid but did not make that decision here.
-
Be careful if your degreed professionals are exempt their weekly rate cannot change even if they are off for a holiday per FLSA
-
If the "poached" employees are valuable to your business you may want to sit down and have an open discussion with them before accepting their resignation: Does the employee know the salary is "out of whack" and has the employee thought about why t…
-
My theory is if you do the right thing for the right reason you will get the right result. You have already stated you think it is wrong -- I agree with all the others. You have to also think about the laid off employees -- perhaps this employee c…
-
Sometimes time frames are appropriate so consider if "immediate improvement" is practical. And supervisors need to know that immediate means immediate and if they are late the next day they must do something -- that's where supervisors get HR in tr…
-
If they have a pager why do they have to inform the supervisor where they are going? If you have a restriction that requires them to appear somewhere after a page you may have to notify a supervisor but if all they are required to do is make a phon…
-
why are you in the office at 6:00 a.m. without coffee??!! I would let the police handle it -- they wont do any thing about it either.
-
The ADA does not cover current use of drugs and alcohol -- you would be discriminating if you discharged him because he was a recovering alcoholic. If you send him for a drug test and fails you will be complying with your policy if you dismiss him.…