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Margaret Morford

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Margaret Morford
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  • Bag the Bankers Conference and use the money to come to the Symposium! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in upcoming symposium Comment by Margaret Morford September 2003
  • I'm going to be teaching a pre-conference session and speaking on the first day in both Las Vegas and New Orleans. We ought to plan a Forumite meeting (Happy Hour!) somewhere for those that are attending. Anyone interested? Margaret Morford theHR…
    in upcoming symposium Comment by Margaret Morford September 2003
  • When you address gossip in the workplace, I always remind all employees that if they really want to support their teamates, not only should they not gossip, but they should refuse to listen to anyone who tries to gossip to them. That gives many of …
    in Gossip Comment by Margaret Morford August 2003
  • Okay, I think I get the prize. I have been on the road for the last three days only to return and find I had 2,300 e-mails! Took me hours to clean out my mail box! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url…
    in Virus alert! Comment by Margaret Morford August 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 08-20-03 AT 09:27PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-20-03 AT 09:26 PM (CST)[/font] Lara, It's been a few days since we've heard from you. Are you okay? Please update u…
    in Job is not what they said it would be Comment by Margaret Morford August 2003
  • I have had HR, safety, facilities services and the mailroom in addition to HR. Many HR people use these responsibilities to broaden them into the Chief Administrative Officer somewhere down the road. It can be a growth experience and will broaden …
    in Supervising as the HR Manager Comment by Margaret Morford August 2003
  • No, not if you don't want to lose the exemption. If he takes the time off, you should issue him/her corrective action for excessive absenteeism. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredg…
    in Exempt Question Comment by Margaret Morford August 2003
  • I'm with Parabeagle. We are sometimes so scared of what might happen, we suck the life out of any program. We offered knives as a service award choice and it was by far the most popular gift we gave. If the people at your company would respond to…
    in A Knife? Comment by Margaret Morford August 2003
  • I'll be glad to, but I need your e-mail address. Why don't you e-mail me and I'll send it by return e-mail so you won't have to post your e-mail address on the Forum. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [u…
    in Workforce Reduction Comment by Margaret Morford August 2003
  • I have a Reduction in Force Policy that has language about how employees are selected for lay-off. E-mail me if you'd like a copy of it. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/u…
    in Workforce Reduction Comment by Margaret Morford August 2003
  • Mimi, I have a policy I'll be glad to send you if you e-mail me. However, one of the posts above gave a great reference to a video and brochures that sounded interesting. You might do a search on dress code. Limit it to the last few days and it …
    in Business Dress Code Comment by Margaret Morford August 2003
  • I agree with Ceburagonlady and Ritaanz. I would emphasize the stabilty of a larger, well established pratice. $10,000 is a lot of money, but not if you only collect it for six months. Emphasize starting all over again for vesting and vacation pur…
    in Poaching Employees Comment by Margaret Morford August 2003
  • I agree with Don D (Snow balls you know where!). I would not offer him the opportunity to become seasonal. Why should he collect UI when you have work for him? I'd make it clear that if he doesn't want to come into the shop, you will mark him as …
    in Discrimination? Comment by Margaret Morford August 2003
  • If you want to look at the information on the conference, the website is [url]www.mn-shrm.org[/url]. I hope to see you there! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Minnesota Comment by Margaret Morford August 2003
  • Please come introduce yourself. I'm looking forward to meeting another Forumite! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Minnesota Comment by Margaret Morford August 2003
  • Each state determines how it will pay UI. Tennessee (where I am) is a pretty employer-friendly state. Even here, if employees resign in lieu of being terminated, they can collect UI as long as they weren't fired for intentional misconduct. Margar…
    in Constructive Term.? Comment by Margaret Morford August 2003
  • You definitely need some legal advice. When you begin to address people's websites, you are running into First Admendment issues (Freedom of Speech). There's a very famous case out of Arizona where a nurse ran a porno site (For a fee, you got to s…
    in Employee Personal Life Comment by Margaret Morford August 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 07-30-03 AT 01:15AM (CST)[/font][p]I can't tell you what the average EEOC settlement is but I can give you these facts about employment cases that are tried in the courts. Hope that helps you. Since 19…
    in EOC Average settlements Comment by Margaret Morford July 2003
  • I agree with the post above. Find out what the objection is. I can't imagine what it could be. If it's a brand new employee, I'd tell him/her to sign or be terminated or not allowed to begin work. It is reasonable for a company not to want their…
    in Confidentiality Agreements Comment by Margaret Morford August 2003
  • Don't forget the prospective employee chooses in his/her resume how far back to go. If you're the employer interviewing, I usually ask back no more than 10 years and sometimes not that far. If they have held the same job for ten years, check out w…
    in Resumes and Chronology Comment by Margaret Morford August 2003
  • I'll give this one a try. At Will means you can fire employees for a good reason, a bad reason or no reason at all. However, employees that are in a protected class or participating in protected activity will argue that they got fire because of th…
    in Progressive Discipline and At Will Comment by Margaret Morford August 2003
  • There's no prohibition that I know of, but when an individual receives both a W-2 and a 1099 from an company in the same tax year, the individual is very likely going to be audited by the IRS. It's an immediate red flag. This in turn may get the c…
    in Employees becoming consultants Comment by Margaret Morford August 2003
  • Moneyman, Was you "carcass removal" specialist named Larry, Darrell or Darrell? We had a family of skunks that used to come in the back door of our warehouse looking for food in the break areas. We couldn't close the doors because of the heat in …
    in Odor in the Office-dead Rat Comment by Margaret Morford August 2003
  • Yep, if you want to know about "mice mummies", I'm your girl! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Odor in the Office-dead Rat Comment by Margaret Morford August 2003
  • I'd call a local exterminator. They must be able to suggest something. In fact, they may be able come out and pinpoint exactly where the rat is. There is a type of rat poison that can be put out which contains embalming fluid. When the rats eat …
    in Odor in the Office-dead Rat Comment by Margaret Morford August 2003
  • I'd put out a memo that says when you park in someone else's parking place, you will receive a call telling you that you've parked in someone else's assigned space and your license number will be recorded. You will be given the courtesy of being no…
    in No respect for Assigned Parking Comment by Margaret Morford July 2003
  • I would never remove your employment-at-will language. However, I'd word it so that the union couldn't use it against you. I'd use language like the following: "Nothing contained in this policy manual or in any other materials or information dist…
    in Take it out, or else!!! Comment by Margaret Morford July 2003
  • The person above gave you wonderful advice. If you don't have to have Affirmative Action Plans, don't do them. I have an EEO policy that may meet you needs. If you e-mail me, I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mm…
    in Affirmative Action Language Comment by Margaret Morford July 2003
  • I think you should get some legal advice. With that said, you might consider offering him a generous severance package if he signs a release, then you wouldn't have to worry about a lawsuit unless the EEOC became interested in pursuing this, which …
    in Age Discrimination and Workplace Violence Comment by Margaret Morford July 2003
  • Parabeagle, Most of the SHRM chapters have a job line or website for HR job listings. Why don't you find out what that is for Alabama and check it out? Or better yet, where are our Alabama Forumites? Can you provide Parabeagle with this info? M…
    in Need Another Job? Comment by Margaret Morford July 2003