LindaS
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- LindaS
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I have had this happen before and, in my situation, it was a good employee who was "quitting" because of some harassment issues. I told her to think about it overnight and come back to me in the morning. She did and we were able to effectively add…
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I would inform the manager of the department that they are not to ask the reason they are using their sick time but that they should inform HR if they believe that there is an FMLA qualifying situation (ie, alot of absences over a short period of ti…
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I used the original date of hire - don't want to get caught falsifying these documents. What I did was attach the original I-9 to the new one, with the corrected information so that if there is ever an audit, I can prove WHY there was a new one com…
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I was in your situation and I notified the affected individuals and had them complete a new I-9. Any "flack" you get from the union can be diffused by simply telling them to read what your legal requirements are. I am in a union setting as well an…
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The issue that you need to remember is that there are other infectious diseases in addition to HIV/AIDS and many of them are transmitted through bodily fluids other than the blood. You have individuals working with saliva that have the potential to…
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I agree with Don 100%!! Being constantly tardy (2-3 times per week is constant in my book) is not something I, as a manager, would tolerate. I also agree that being tardy is not a sign of a good employee. Everyone is given a start time and it is …
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What is the company property worth? Is it worth filing a small claims action against? I had the same situation with an employee who refused to return his uniforms and we were charged for them - about $420.00 worth. I went to the courthouse and fi…
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I spoke with the supervisor last night and found out that she came upon the sundaes when she was locking up the company truck for the evening, a regular part of her job. I agree with all the posters regarding the trivial nature of the situation but…
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Crout - while I thank you for your opinion I think that maybe I should have been a little more specific. The sign was placed on the fridge, true, and was later taken down due to all the sundaes being gone. The sundaes that were taken were in a tie…
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AJ, I have to disagree with you on this issue. You are not being asked to "police" this problem but to address it effectively when it is presented to you. You, as a Human Resource Professional, have signifcant training in dealing with employee rel…
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HR Jo - Please give me your email address and I will forward a copy of the letter to you. In most cases the letter has been effective in that I didn't receive any additional complaints from other employees. In a few instances I have had to go thro…
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It appears that you have several different issues here, all lumped into one. First you have the body odor and what I have done in the past is to spend some time around the individual to make sure the complaints aren't just employees picking on one …
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I would make sure you informed your WC carrier that you were not made aware of any permanent restrictions and want this investigated. The carrier will then speak with the EE to find out if he did, in fact, provide you with the restrictions. The EE…
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We are also a manufacturing facility (also union) and have a party every year for all active employees as well as the retirees. Door prizes are given, etc.. One year, before "my time" a number of union employees came to the party, ate the free din…
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For birthdays all employees receive a card, signed by the executives, that is sent to their home. The affected employee usually brings in some type of treat (office employees) for others to eat. As for our factory employees, they receive the b-day…
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Agree with the other posters... While alcoholism is covered under FMLA and ADA it must be diagnosed first and then your responsibility is to allow them the time off to get treatment. You are not required to make any exceptions regarding their repo…
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I agree with the others regarding the smoking issue. At my last company all employees were informed that they were not allowed to smoke right outside the doors and went so far as to build a small fenced in area off to the side of the building with …
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Thanks for your responses - I decided to move him to the end of the line because I felt it was important to find out what his hearing was before he left so I wouldn't have to worry about some claim down the line. As far as the disinfecting, I don't…
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In response to Leslie and MWild I had a situation yesterday with an employee who was given some prescription pain medication. Due to the nature of his job, he presented me with the prescription bottle so that I would know what type of pain medicati…
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Agree with all the others. Follow whatever your policy dictates for a positive test result. Our policy specifically states that an employee testing positive for a prescription medication that has not been prescribed to them, or in the manner presc…
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We do have an EAP and she has spoken with the counselor on NUMEROUS occasions. The company has been very supportive of her over the past two years but since she has returned from her LOA things have gone downhill. I'm concerned that addressing her…
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I have to agree with Hatchetman... 1) The supervisor should have received more than just "counsel" for his actions. He should have been suspended at the least and more likely would have been terminated had he worked for this organization. The id…
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If your GM is "in the midst" of the divorce, I would inform him that terminating the spouse from the insurance is NOT a good idea. What will probably happen is that the spouse will obtain a court order to be placed back on the insurace until the di…
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It appears from your post that you do not have and EAP because if you did, I would tell you to suggest the manager see the EAP counselor who will then make a determination what type of treatment this person needs. The fact that this person has admi…
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I agree with Whatever that you need, deperately, some written policies in place. I would also discuss with the supervisors their right to "guarantee" an employee their job without having proper knowledge of the laww, etc. That being said, I think …
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We don't do anything until a person hits 25 years at which point the EE receives a gold watch, chosen by the president, with their name, dates, etc. engraved on the back. They ask the person to come off the floor and present them with their watch i…
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My story is more of one that WASN'T handled properly... At my last company I was an HR Assistant but basically handled ALL HR functions. I reported to the HR Director who was, for lack of a better term, useless. Anyway we had an employee who had …
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Here's a suggestion (and something we did last year)... Offer your first shift employees the option of coming in early on the 24th and that way you may be able to allow 2nd shift to work earlier. Secondly allow up to XX amount of people off on the…
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Thanks to all for your responses. Both policies were in writing but left some "gray" areas which is one of the reasons the policies are being further defined. After an unscheduled, rather heated discussion with some members of the union committee …
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At our 6-month review it was anticipated that we would NOT have to increase our premiums. If that stays the same way, we are looking at the 4th year in a row without having to increase premiums!