LeeR
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receptionist here is located in another building but they are all HR staff.
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I would make some phone calls to track down the disposition of this case. I wouldn't deny employment based on an arrest and no conviction.
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we are required to do background checks by fingerprinting prior to the employee working. However, in our situation once the prints are recieved by our State Dept of Health I can work the employee pending the results coming back. We scan our prints s…
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There is a nationwide criminal database. The crimes reported are those crimes used by the FBI to report increases/decreases in criminal activity. These include all violations. The arrest are reported first and when the case is over the outcome is re…
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I see two things here. Number one he knew the policy and decided to violate it. Number Two he used his position as a Supervisor to try and make an employee also break the policy.
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left alone to run its course I can see this turning into an example article in the HR Law Letter. Talk with your attorney, see what you can do to correct this before someone else corrects it for you.
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Maybe I am a little to pro-employee here but it looks to me like the employee is assaulted by her supervisor, reports it, supervisor has to apoligize and employee loses her job. Question I have is, Why is the assaultive supervisor still in place a…
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I couldn't agree more with everyone's responses. I think if this applicant does act out as you suspect it should only serve to bolster your opinion that you have made the right choice in not picking this person.
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On a more serious level, How about telling the employee that failure on their part to arrange adequate care for their children does not create an obligation on your part. Children in the workplace are an additional distraction for all employees not …
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With your attitude how would good folks like Kathy Lee and companies like NIKE ever get things done.
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absent a policy, in an office environment and no performance issues I would take this opportuniy to look into creating a drug policy.
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I spent about a year in a unionized facility. Some folks were logical and reasonable and others were so anti-management that they always insisted on taking the smallest issues "all the way". I know the frustration you are feeling. Glad it ain't me.
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I worked for a large custodial company in Birmingham. We cleaned after hours when the regular staff were gone. You would be suprised the to see how much money, cell phones, lap tops, cameras etc are left out on desks. If you can't keep an eye on thi…
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lots of laws and regulations to watch for and alot of it depends on how many hats they have you wearing. I have been in health care for 10 plus years and have always had security, receptionist, safety etc. Good luck and welcome to the club.
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turn him in
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Ditto: Do Not disclose the information to anyone.
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I agree with the other posts, EEOC will refer the ee on for late pay issues. DOL probably won't get to concerned because the pay although late has already been paid. Just my opinion.
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couldn't agree more. if the information is true why would anyone be angry at an anonymous caller spreading, of all horrible things, the truth. EE needs to go find a job where he doesn't have the opportunity to be alone with children.
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Don is dead on center with this one. This person is no longer an employee and isn't entitled to a handbook.
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When you begin an investigation you never now where the trail is going to lead or who all will be implicated. I think once you do an investigation you should follow your disciplinary policies for determining the appropriate action to take with who e…
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I wouldn't terminate if they have a valid excuse from an MD. Good things come to those who wait. This ee can't have a staph infection every Saturday. Next Saturday will probably be your chance to take the final disciplinary step.
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I would go back to your attorney. The level of proof required for a criminal conviction (beyond a reasonable doubt) is a much higher level of proof than that required for an employee termination.
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I couldn't agree more with what has already been said. The clerk could have avoided the entire problem by carding the buyer. Clerk should have done their JOB.
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Having worked both sides of the fence, HR and Probation Officer with a specific caseload of sex offenders, I would report it and let the proper, professional, authorities investigate the matter. I would report it as a private citizen and not as the …
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I'm thinking that even if you treat the pregnancy as a disability, carrying the firearm should be an essential job function that you don't have to make accomadations for. Am I right or wrong here folks.
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We are for profit, Intermediate Care Facility fo r Metally Retarded children and a Residential Psychiatric Treatment Facility. About 540 employees and we have held steady with a 17% turnover rate for the last three years. This year will be higher as…
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we have four ees who are CPR instructors and we have two eight hour classes a month, we pay for the materials and the employees time to attend the class. We also require current certification for most of our job classes. We do not pay if the ee gets…
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my thinking also it should be a disciplinary issue.
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Don--your right and I agree with matching the phone system to the documentation and making adjustments. I see an ee who will not know until the end of the month that for whatever reason the documentation that goes with the Saturday they worked doesn…
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lets say the employee works on Sat clocks in and out on the phone system but forgets to do his documentation. we take back the 8 hours, ee and client can prove he actually worked that day but we will not allow him to submit corrected documentation o…