KathiHR
About
- Username
- KathiHR
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I got my hand slapped for this very thing. EE had a qualifying event, so she added her daughter to her insurance, and I allowed her to change the pre-tax deduction as well. After the fact, I was nicely told to never do that again... that they can'…
-
This past year, we've been dealing with an EEOC complaint over religious discrimination, so I've learned a little more than I knew a year ago. First of all, accomodating does not mean you throw your attendance policy away. You accomodate to the ex…
-
We are in social services & also have to start people before all the checks are back. We include a sentence that says, "In the event that the results of various background checks disqualify the employee for employment, the offer of employment i…
-
If you've only got one employee on it, & the policy has changed, never to be done again, why don't you just add that amount into this particular employee's salary? Tell the employee you don't do it anymore, & you've grandfathered the amount…
-
As a KS forumite, I agree with the above - I've heard of the doctrine in general, but nothing specific to Kansas statute/law. Maybe your co-worker has learned a new phrase & just likes to overuse it!
-
We are as you described - a business that is family owned. The majority stock holders are 2 brother-in-laws (one of them is my husband). Our policy is unwritten, but never-the-less, strictly enforced, and has developed over the years in response t…
-
I would suggest you talk with your employment attorney before you allow the man to start taking time off unpaid, probably in violation of an attendance policy. We are currently involved in an EEOC claim over religious discrimination. In our part o…
-
Bad idea!!! Here's what your future years will look like: your hard workers will take the experience gained with your company & go where they will be rewarded for their hard work. Your losers will stay forever, putting in time & getting t…
-
In my life prior to HR, I was a medical technologist & technical manager for a national laboratory. Drug testing was the "bread" of our "bread & butter" (lots of DOTs.) No matter how much employees "protesteth", I never once saw a drug tes…
-
Just a thought on why its handy to have all those codes...we're involved in a discrimination claim with the EEOC right now & I recently had to produce a list of all terminations since 1/03, as well as specific reasons for terminations with cause…
-
How long has he been there? My personal experience has been that many good employees can outlast the jerks that made their lives miserable. Only you know whether you can outlast him &/or whether you should even try. If it was a wonderful job b…
-
Do you have any IT people? My company is about the same size. Several years ago, IT designed me an HRIS using Microsoft Access. It was supposed to be a simple system so I could determine what I wanted it to do, for the purpose of evaluating softw…
-
Go to the SHRM website & look at HR metrics. There's a lot of different ratios to look at, all based on comparing one factor against another. Every company has some measure of workload, which makes it easy to calculate workload/FTE. She's go…
-
The hot potato was actually 2 separate issues from 2 different offices. In one office, an office manager was demanding very personal information from employees that she said was required for the personnel files. I got wind of the problem through …
-
When you were the office manager with no on-site HR, did you have a policy about what could be maintained in those on-site files? What about access - were they locked & under only your control? And did you ever get a subpoena for one of those …
-
Does your attorney know of her request? We had this exact same request & our attorney said absolutely not. (And we have nothing to hide). He wrote her a letter directly (because she was not represented) saying that since she had filed, we woul…
-
My thoughts exactly, Baloonman. As an operations manager, I was once sent to a division of the company for the sole purpose of straightening some things out. Of course they hated me for rocking their boat, & many complaints were filed with my …
-
The policy needs to cover more than just phones - some of the new PDAs take pictures as well.
-
If she's only been there 3 weeks, then I can almost guarantee that your warning to her isn't going to change her behavior. She isn't going to change. People are normally on their best behavior in the early weeks of a new job & its bad news whe…
-
We are in VR/MR/DD. In addition to the above, part of our intake assessment includes a sheet where they (or guardian) sign off on all the parties that may end up with access to confidential info in the course of their duties, such as staff who work…
-
I can't even imagine why board members would want to spend the time going through personnel files looking for specific information. I report to a board & they want my reports, not to have to look up the info themselves. Are there some reports …
-
Even with all the good comments, this situation can get even stickier than described here - we are in the middle of it & have yet to figure out a good policy that we are 100% confident in. If a person is having "gender reassignment" surgery, th…
-
Your real issue is insubordination, & that has been well addressed. You do sound like you need some consistent policies in place. As far as having employees drive their own vehicles, its legal. We regularly have employees doing company busin…
-
Funny you should say that! For my last birthday, they had a "hat" party. Everyone wore different hats & they gave me a big card that says "You wear so many hats!" I guess everyone knows to give it to HR - they'll do it.
-
I agree with Marc. We should never guarantee confidentiality. Its our own fault if we end up in the delimma of what to do if we've promised confidentiality & then discover that, because of the situation, we have a duty to investigate and/or re…
-
This thread has hit on one of my biggest pet peeves - "title inflation". I fight it constantly where I am now. My CEO loves to flatter people with titles, not money (like they can buy groceries with that title!) That philosophy just filters on dow…
-
Are you familiar with the "fraud triangle?" The theory states that whether an employee will commit fraud is based on the 3 pieces of the triangle: 1) financial pressure to commit the act 2) opportunity to commit the act 3) ability to rationalize…
-
This is a "on one hand, but on the other hand..." situation. On one hand, he knew what he was making when he started & if he could have made more, then why didn't he take a job making more? Obviously, there was a reason why he chose your compan…
-
We're in healthcare/human services. All our supervisors who work directly with clients carry cell phones. About 6 - 8 months, I modified our technology policy and banned camera cell phones, since the possibilities of what could be done with them..…
-
I'm also in health care & agree with what's been previously written - in addition to regular HR regs & laws, you have various accreditations & all the standards that go with that - especially policies & procedures, & credentials …