LFernandes

[font size="1" color="#FF0000"]LAST EDITED ON 07-30-03 AT 02:26PM (CST)[/font][p]He's also best friends with the CEO...............who gave him the position

in Integrity - or lack thereof Comment by LFernandes July 2003

How much was "excessive"? What is excessive to one may not be excessive to another. To me anything over 10 days may be excessive.... LFernandes

in Company Policies Comment by LFernandes July 2003

I only verify dates and title over the phone and if they are still actively employed. I require written authorization to release salary information. I had one QA inspector tell the loan officer that she was a supervisor. I actually laughed at the…

in Verifying Wage Info, Employees Lying: Ethical problem! Comment by LFernandes July 2003

I really didn't think it was "Law" yet but stranger things have been known to happen. Thanks!

in FLSA Proposed Regs Comment by LFernandes July 2003

AAAHHHHH!!!x:'( We ask name, address, date of birth - all that good stuff. So now it WOULD fall under HIPAA even if we aren't administering a health care plan???

in One more HIPPA Question Comment by LFernandes July 2003

Thanks everyone. >>>HIPAA applies ONLY to Health Plans and entities that work with health plans. Unless you are providing a service to someone's health plan, HIPAA does not apply. >>> That's the way HIPPA was explained to me (a…

in One more HIPPA Question Comment by LFernandes July 2003

Hi Everyone, Just to let you know... I received my EEOC-1 Report package in the mail yesterday. They are going with the old forms this year and the new proposed forms won't become effective until 2004. For those of you who complete the forms via…

in EEO-1 proposed revision Comment by LFernandes July 2003

I have to fill out the EEO-1 Report but haven't seen the changes yet. Are they listed up the the EEOC or Joint Reporting Commission website yet?

in EEO-1 proposed revision Comment by LFernandes July 2003

and add to that a bottle of wine and bag of potato chips (my personal favorite). LFernandes xhugs

in Fired one of my assistants Comment by LFernandes July 2003

Terminations are the worse part of HR - even harder when it is one of your own. But you must maintain HR's integrity. Go home, have a good cry and don't feel guilty. It was her decision to open her mouth - with six years in HR she should have k…

in Fired one of my assistants Comment by LFernandes July 2003

Thanks for all your input. I'm really not comfortable grandfathering these two employees in and would hate to be forced to grandfather them. The department in which they work is one of our "problem departments" to begin with. I'm waiting for a …

in Possible Quid Pro Quo Comment by LFernandes July 2003

We've put a call in to our attorney and I've sent a copy of the sample policy to upper management. I'm planning to get a statement from the EE this week. Would it be feasible to change the reporting structure so that she reports directly to the Ma…

in Possible Quid Pro Quo Comment by LFernandes July 2003

The only positions we have available right now in other departments are entry level techs. Could we transfer the supervisor to that position? It would mean a demotion in title and in salary. Also, the Supervisor has poor performance and I believe…

in Possible Quid Pro Quo Comment by LFernandes July 2003

I guess I'm a little foggy this morning after the long holiday but I don't understand the question completely. Can your terminated employees still access your computer system or network after they are terminated??? LFernandes

in terminations & use of passwords Comment by LFernandes July 2003

[font size="1" color="#FF0000"]LAST EDITED ON 07-07-03 AT 12:01PM (CST)[/font][p]It could be a medical condition or stress or just not eating right. Have a chat with the employee and let her know that you are concerned about her. If it happens aga…

in Employee Fainting on the Job Comment by LFernandes July 2003

We are an at-will state as well in NY (interestingly enough I recently found out that the only state NOT at will is Montana) but we give them just the bare bones, i.e.; performance, excessive absences, reorganization or restructuring, etc. We don't…

in Reasons for termination-Obligation to tell? Comment by LFernandes June 2003

If your current CBA doesn't have anything, look back at your old contracts. Many times, we had to pull old documents to see there was anything there. Is there anything under Union Security and Check-off dues or on the check-off form itself? How d…

in Union requested employee names/address Comment by LFernandes June 2003

That is strange. Dig a little deeper and maybe you'll find an answer. Who is requesting it a clerk or a union official? LFernandes

in Union requested employee names/address Comment by LFernandes June 2003

I'd be happy to hand over some of my work to you! x:D You can read up on FMLA, ADA, COBRA, FLSA and a bunch of other laws that govern HR. You can also work on safety and workers' comp, employee relations, payroll, benefits administration, HRIS, …

in "I need more work" Comment by LFernandes June 2003

Talk to your IT department or computer company. I know that there are filters available so that spam can't get through based on the words in the Subject line. The only problem is, sometimes spammers get creative and place spaces between the letter…

in Spam and harassmett Comment by LFernandes June 2003

When you hired him, was it for a position for which there was a definate start and end date to either supplement your workforce or to assist with a project? Temporary usually means that employment is of a limited duration. How long has this EE bee…

in What Constitutes Full-Time Employment Comment by LFernandes June 2003

I repeat my first post: I would have a sit down with the whole group to remind them of your sexual harassment policy. Include their supervisor or manager in the meeting. But, if you received a complaint about a specific person, I would also have a …

in Vulgar Conversation - Comment by LFernandes June 2003

Why not just send out a reminder to ALL employees and have EVERYONE sign the acknowledgement? My only concern is that you received a complaint about this group. I think I would still sit down and have a short discussion reminding them about the po…

in Vulgar Conversation - Comment by LFernandes June 2003

I would have a sit down with the whole group to remind them of your sexual harassment policy. Include their supervisor or manager in the meeting. But, if you received a complaint about a specific person, I would also have a one-on-one discussion w…

in Vulgar Conversation - Comment by LFernandes June 2003

Did I mention that I haven't responded to any of his e-mails??? I take great satisfaction in ignoring them x}> LFernandes