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Margaret Morford

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Margaret Morford
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  • You've got it right. They're mixed up and are calling At Will Employment "right to work." Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Right to Work State Comment by Margaret Morford July 2003
  • Many companies will only accept applications for open positions. I don't think you can refuse to give someone an application, but you can tell them that it must state the specific job being applied for if they want the application to be considered …
    in Applications Comment by Margaret Morford July 2003
  • If they are an exempt employee, you have to suspend them for a minimum 5 days unless it is for a major safety violation or you'll forfeit their exempt status. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http:/…
    in Suspension Comment by Margaret Morford July 2003
  • Carole, I can walk you through the basics for creating your own wage scale. If you want a compensation expert to do it for you, I have one who's great and has done a good job for my other clients. I'd also refer you to a couple of websites that w…
    in Salary Scale Comment by Margaret Morford July 2003
  • I'm with the guy above - fire the third guy and pleeeeeeeeease tell us the expression on the hearing officer's face when you show him the warning that tells your supervisor to put the magazine "where the sun don't shine." I'd add a little icing on …
    in How STUPID can some employees be??!? Comment by Margaret Morford July 2003
  • I don't know Oklahoma law, but wondered why you don't do a blood test rather than urine test. The blood test would actually tell you whether they were under the influence (either drugs or alcohol) at the time of the accident. For drugs or alcohol …
    in Post-accident drug testing Comment by Margaret Morford July 2003
  • If they are truly exempt, no. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Pagers 24/7 Comment by Margaret Morford July 2003
  • This is not my favorite piece of advice to give, but maybe it will help you. How about a anonomyous call from an unidentified employee to the corporate offices to report it, an employee who reports he/she saw him take the money? Margaret Morford…
    in Management theft Comment by Margaret Morford July 2003
  • Not that would fall under the EEOC, but there are other laws that protect political affiliation depending upon your state laws. There is also a federal law specifically protecting public employees. You may want to consult your attorney. Margaret …
    in EEO Complaint?! Comment by Margaret Morford July 2003
  • Strategically, aren't you better off with someone in the bargaining unit that has more of a management viewpoint? If he/she has dealt with employee problems, they are probably more management oriented and reasonable than an individual who has not. …
    in Can supervisor be a member of bargaining unit? Comment by Margaret Morford July 2003
  • One tactical suggestion, either have your attorney do the investigation or hire the person to do it. That way you may be able to shield the report behind attorney/client priviledge or attorney work product. Margaret Morford theHRedge 615-371-8200 …
    in Sexual Harassment Comment by Margaret Morford July 2003
  • Yes. Old rate up until they notified her of the change. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Can Employer Cut Pay? Comment by Margaret Morford July 2003
  • She also has the option to tell them she can't work for that amount of money and see if they change their mind. If they don't, she ought to look for a new job. They've not treated her well. Margaret Morford theHRedge 615-371-8200 [email]mmorford@…
    in Can Employer Cut Pay? Comment by Margaret Morford July 2003
  • Whatever, You did the right thing. She couldn't remain in HR after there was a confidentiality problem. You should be glad that it really bothers you. If you can fire anyone without it bothering you, it's time to change careers. So many HR peop…
    in Fired one of my assistants Comment by Margaret Morford July 2003
  • Laura, Since you've contacted your attorney and I'd ask him/her these questions so he/she can advise you taking into account the court cases that have been decided in your jurisdiction. With regard to the other relationship that exists, but would …
    in Possible Quid Pro Quo Comment by Margaret Morford July 2003
  • Unless you have performance problems from him that would cause you to demote him, I don't think you can punish him for conduct that is not currently prohibited (dating someone reporting to him). I'd get her written confirmation that she is consenti…
    in Possible Quid Pro Quo Comment by Margaret Morford July 2003
  • First of all, I'd meet with the lady in question and tell her that you want to ensure that this relationship is volutary and that she feels no coersion, etc. because he's her supervisor. Get her to sign a written statement to that effect that ackno…
    in Possible Quid Pro Quo Comment by Margaret Morford July 2003
  • You need to check your state laws. In some states, you must provide employees with copies of their entire file or parts of their personnel file. Other states, you do not have to do so. You are allowed to charge a reasonale fee for copying. Perha…
    in AUTHORIZATION and REQUEST FOR EMPLOYMENT RECORDS Comment by Margaret Morford July 2003
  • Linda S is correct and is assuming that you have not allowed anyone else to only pay the employee portion of their insurance after their 12 weeks of FMLA were up. Make sure you check what your past practice has been in these situations. Margaret M…
    in FMLA Comment by Margaret Morford July 2003
  • CajunQueen gave you the best reason of all to get your CEO's attention - money! If I can add to that, any governmental entity, not just Immigration, will audit your I-9's when they come on the premises. This includes Wage and Hour, OFCCP, etc. Th…
    in I-9 Comment by Margaret Morford June 2003
  • Here's mine if you need another: EMPLOYMENT AT WILL Nothing contained in this policy manual or in any other materials or information distributed by the organization creates a contract of employment between an employee and [Organization name]. Emp…
    in At-Will Employment Status Comment by Margaret Morford June 2003
  • I have a Lay-Off Policy that deals with who gets selected for lay-off and how it's done. If that would help you, e-mail me and I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehr…
    in RFI/Layoffs Comment by Margaret Morford June 2003
  • I think Don D's answer is excellent. Mine is a little shortened version (and probably not near as nice) for those policy discussions. It goes something like this, "Joe, I'm glad to explain any company policy to any employee. We've already discuss…
    in EEs working the system Comment by Margaret Morford June 2003
  • I want to add one more twist to this thread. If the employee snooping around is a supervisor or manager, he/she may be considered an agent of the company with implied authority, creating some liability for the company. If he/she is a member of man…
    in private or public record? Comment by Margaret Morford June 2003
  • I'm with Sunny about champagne and a bubble bath, but... I'd encourage you to start a folder that remains in your desk drawer at all times. Label it "Reasons I Do This." Put in it notes that you receive from your employees thanking you for what yo…
    in What do you do when it gets overwhelming? Comment by Margaret Morford June 2003
  • Just be aware that sometimes these committees are considered concerted employee activity and suddenly you fall under the NLRA. I think as long as you only include managers, you'll probably stay out from under the Act, but you might want to run it p…
    in Personnel Committees Comment by Margaret Morford June 2003
  • Here are my two favorite lawyer T-shirts: "She's no lady She's a lawyer" "Of course I'm an attorney If you lean real close, You can hear the meter running" Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]htt…
    in what's your company mission statement? Comment by Margaret Morford June 2003
  • Rockie, The only reason I know the quote is that I have a t-shirt that a friend gave me with the quote on it. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in what's your company mission statement? Comment by Margaret Morford June 2003
  • As a nice touch, I've seen organizations have their mission statement printed on the back of all business cards. I hate to bust someone on the lawyer quote, but it is actually from Shakespeare (Henry VI, Part 2). See lawyers were hated even back t…
    in what's your company mission statement? Comment by Margaret Morford June 2003
  • I'm told Buffalo is beautiful. You should come! I'm sorry I won't get to meet you. If I get asked back next year, perhaps it will be somewhere closer. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.…
    in New York Comment by Margaret Morford June 2003