LivindonSouth
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Is there anything that I can do without exposing the company to privacy or other potential problems? I don't know of any 'privacy or other potential' issues you could have. As I mentioned in response to your other scenario, this has nothing to do w…
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The best thing you can do is delegate it, or at best, give it life and then 'get away from it'. Have someone volunteer or come up with a committee to keep it going unless you want to be saddled with yet one more thing that manages your time and 'whi…
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I would certainly consider removing those things especially since she did not sign them, receive a copy or have knowledge of them. In the long run, those memos would not stand the 'daylight test' if the company attempted to base a negative employmen…
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Getting managers and supervisors to 'see' the harsh side of reality on these issues is always an uphill struggle. At least until you get them up there with you. Then it's easy from there on out. The best way I've found to do it is to ALWAYS talk in …
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Requiring a fitness for duty report from a physician, his or yours or the one down the street, has nothing whatever to do with whether it's work related. Anytime there is knowledge or suspicion that an employee is not or is potentially not capable o…
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Please dump words like 'onboarding'. If you insist on that, we will inundate you with an assortment of ramped-up, metric-based, out-measured, post mortem, story-board facts that only a sensai can interpret. What is it you want? And, do you also want…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-24-05 AT 08:06AM (CST)[/font][br][br]MS HR, MS 08-23-05, 02:24 PM (CST) 186 total posts 5. "RE: Interview Notes in Shorthand??" EEOC might have a field day with this if the shorthand transl…
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The personnel file is not the place for notes taken during an interview. The trash can is. There is no positive outcome accruing to the employer for keeping these sorts of miscellaneous, extraneous notes and ramblings, only negative.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-20-05 AT 05:56AM (CST)[/font][br][br]Our policy allows an employee to cover an employed spouse, but only if the employee pays about four times the cost of coverage had she not had coverage available a…
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It's my understanding that while an employer cannot require that the SS card be used as one of the acceptable documents for completion of the I-9, production of the social security card CAN be required for payroll purposes. "Life is a tragedy wh…
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It's painful to learn I am 'not in tune', 'not enrolled', 'outside the loop' and I'm probably not properly 'ramped up' either. Thanks PoRk for continuing to stay on the cutting edge so that I may gather these golden crumbs of wisdom occasionally tos…
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Alert! Alert! This participant is trying to inject something called 'logic' into the hiring process! PoRk will probably tell you that his signed agreement of understanding with the government program will not allow him to use logic or to deal in a f…
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It's painful to learn I am 'not in tune', 'not enrolled', 'outside the loop' and I'm probably not properly 'ramped up' either. Thanks PoRk for continuing to stay on the cutting edge so that I may gather these golden crumbs of wisdom occasionally tos…
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Then why don't you simply call the office what it is...The Social Security Office, instead of all that mumbo jumbo? I had an interest because I have never heard of the office you referenced. "Life is a tragedy when seen in close-up, but a comedy …
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"...and we were directed to refer the individual to the DHS/USCIS service office. This morning, I printed off the prepared document signed and executed a suspension of the individual with written instructions to visit the nearest USCIS center for co…
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Bah MarcBug! Gene, tell me more about safety drawings. I'm interested in how you get safety involvement and what that amounts to. "Life is a tragedy when seen in close-up, but a comedy in long-shot." Charlie Chaplin
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Do be aware, though, of the tax consequences when you give out gift certificates, whether for meals or negotiable. Each July we split employees into teams of about 20, each with a captain, team name/mascot they choose and color. Suggestions they ma…
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The employer is mistakenly assuming temps have no rights and they are laying it all off on the agency. Pregnancy discrimination is not precluded by the whispering of abbreviations and acronyms. The company is your business partner in this arrangemen…
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Yes, but with the temp agency, not just this one worksite. "Life is a tragedy when seen in close-up, but a comedy in long-shot." Charlie Chaplin
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You still have FMLA to contend with as well as PDA and a joint employer relationship. Consult an attorney. Employing temps is not the 'license to abuse' that we once thought it to be. "Life is a tragedy when seen in close-up, but a comedy in lon…
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FMLA preceeded HIPAA and you will not find anywhere in the FMLA where there is a suggestion that the employer is entitled to a DIAGNOSIS. The sections you cite are misinterpreted. Asking for medical facts and how those facts support the certificatio…
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29 CFR 825.114 (c), "Conditions for which cosmetic treatments are administered, such as most treatments for acne or plastic surgery, are not 'serious health conditions' unless inpatient hospital care is required or unless complications develop." "Re…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-18-05 AT 04:42AM (CST)[/font][br][br]I disagree with your conclusion. The lady who had the stapling had a serious medical condition and surgery was indicated, possibly required, as a last resort. That…
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I do not think the time off for the surgery or normal recovery is covered under FMLA. While she recovers, if she can't lean and deal easily, perhaps you could reassign her to another area, maybe the nipple slots, I mean nickel slots. Something less …
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Well, I can tell you this; I was thinking about this at lunch today. If this 'gem' were in this state, his wife's male cousins, brothers, daddy and a few uncles would have the matter in hand. "Life is a tragedy when seen in close-up, but a comed…
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Restraining orders are a popular topic of conversation at many funerals. "Life is a tragedy when seen in close-up, but a comedy in long-shot." Charlie Chaplin
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G3; all that aside, what is your true feeling as to what you think would be the best action for the employer to take for its own sake? Wouldn't welcoming this employee to do whatever he likes be similar to your state's 'come on in' illegal alien pol…
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Good point. You may have him out of the facility but he will continue his efforts and will be even more visible in organizing. Where I come from, one has to have the employer's approval (or at least knowledge) prior to serving on city, county, state…
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Well Geno; given the givens, gleaning the gleanings and implying an inference, you could be right. x:-) Let's fast forward my advice this way. If it is verified that a supervisor is engaging in or has engaged in an organizing campaign, he should be…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-17-05 AT 03:29AM (CST)[/font][br][br]Weingarten certainly is not invoked in this scenario. If you have a company supervisor engaging in a union organizing campaign, fire him. Let us know if your attor…