LivindonSouth
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- LivindonSouth
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Comments
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I agree. Moving to Wisconsin would be an IQ test of sorts. x:-)
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Personally speaking, and notwithstanding your anniversary and vesting dilemma, if I were your personnel manager, I would cut back your termination to your last day of work. I say this because my primary allegiance is to the employer. Last week I h…
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I've got a problem with your phrase "continue to refuse". Ordering one to submit to urinalysis is not a discussion and is never a give and take or an exercise of convincing the employee that he should or must or else. If the policy is there and the …
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Maybe I'm dense Larry, but I'm not sure what you're asking? For an alcoholic to take a drink (I assume that's what you mean by practicing alcoholic) is not illegal and someone could not be terminated for that alone, without ADA violation, assuming …
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You could have fired him if he violated your policy. He had no ADA protection at the point of falling down and being drunk at the company function. If he had it prior to that, he gave it up at that point. The ADA does not extend protection to anyone…
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If the employee is black, there's a fair chance that one phone call from Jessie Jackson will reverse this whole thing, plus a nice donation to Rainbow Coalition will be reflected in the budget handed out at the year-end pool party. See, even in Cali…
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Well, since we're splitting hairs with precision here, that would be the NLRA, not the NLRB. Crout, I thought you had vanished.
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I may be totally wrong, but here is my description of your company. Between 45 and 100 hourly workers. *12 to 16 in the office. Some nepotism. *Way too many chiefs for the number of indians. *More than a small amount of daily power jockeying inclu…
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Interesting question. Surely we are not precluded from using the information gained in an earlier relationship, the second time around. It would be insane to think that the law (ADA) requires that an employer wipe a clean slate and pretend it knows …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-28-05 AT 02:25PM (CST)[/font][br][br]Your 'utility hr' who attended a conference and came back an 'expert' is incorrect in her understanding of the FLSA. She appears to also be incorrect in assuming …
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It would be interesting to know who the 'dissent' is coming from. The 'dissenter' may think there's some sort of 'glamour' in exempt status when in reality she's just not getting paid for all the hours she probably works.
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Typically such a position is classified as exempt and passes the test. Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why. …
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If that were the case, Ray, it would be too easy to manage your employment level to 99 by report day and stay forever off the radar. Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find you…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-28-05 AT 11:50AM (CST)[/font][br][br]You won't hear from them (unless you initiate contact or start reporting, then stop). If you were to start the report process you could go online and get the info …
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I would not fool with it if I were you. I don't see a time window in the regs stating how long you had to be at the 100 figure, but I think it would cause you more burden to start the process, then stop it, then explain why you did that. I scanned…
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We're at 100% too and so was my previous employer. Here you are eligible on day one and you have to opt out to get out. The other job, you had to have a year of employment and it was voluntary. Maybe it's my suave and convincing demeanor x:-). …
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Our plan, or rather our corporate policy, forces enrollment upon signon of employment, first day. You have to opt out, but you are automatically in, otherwise. Disclaimer: This message is not intended to offend or attack. It is posted as persona…
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I would suggest that things like improved customer service, team building, dealing with stress, relationship maintenance, dealing with difficult managers or co-workers, conflict resolution, partnering with vendors, smoking cessation 101, and that ty…
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Although my attorney friend did not cite the case specifically, here is what he said. "You could certainly argue that you were acting in good faith as an employer in relying on test results and if the testing firm was negligent but you did not know…
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I've forwarded your question to a labor attorney but have not heard yet. I don't see this any differently than our making an employment decision based on the results of any other type of investigatory tool we use for our business purposes. Such as e…
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I think if you are looking for a reason to not hire her, you have one. But, if you want to reason through it, do a serious gut-check, analyze what she said and the credibility of her explanation, remember how you felt about her honesty or lack of it…
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I was wondering today and just now where you were Raymond and whether I needed to put out a red alert. Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortabl…
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Yes, you can do that, but not legally. Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.
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An investigation has nothing to do with guessing, Paul. In fact it's all about NOT guessing. A speedy memo to the file? What would be the value of a speedy memo? Where do you see the mention of not claiming this was at work? An HR professional has t…
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I agree with you. She mentioned it for a reason. I assume it wasn't just to fill dead space during a lull in the conversation. On the plus and minus pad, having her acknowledgement signature has no minuses and could have one or more plusses. I see…
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In a prior environment of mine she would be in the unenviable position of 'impeding an ongoing company investigation' and could be subject to the disciplinary action that goes along with that. Your memo may already serve this same purpose; but, co…
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What amazes me is the number of unions down here in industries like catfish, chicken processing, unskilled labor that get voted in and continue to survive and the employees pay dues and get absolutely nothing in exchange. The jobs are the lowest pai…
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For W.T. (Welcome to Human Resources. I hope you'll wear that hat and lay your union hat aside). All I know of your experience is that you were a union president and now work in HR. I have lived in Mississippi all my life, most of it in the Mississi…
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Then, my apologies if the 'so' was offensive. Actually our chief Kaizen/Lean Event Trainer and Moderator probably is on his feet speaking to groups in the facility half the time. He always has a room full. One thing I notice he always does to wrap u…
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Maybe it's the word 'so' that made you conclude it was harsh. Take out that word and see if it suits you. My point is to direct the conversation back to the questioner, to suggest a self assessment. If this is to be a beneficial, learning exercise f…