Margaret Morford
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While I'm not able to give you legal advice (note the disclaimer) nor predict the whims of the EEOC or a jury of twelve, it will help, but I can't predict how much. I'd take the advice of the person above and distribute a separate policy immediatel…
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I don't want to add to your stress level, but a greater concern would be if an employee brought a discrimination suit and you could not even show the EEOC/courts that your policy prohibited this type of discrimination. A plaintiff's lawyer would ea…
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I had a young man (mid twenties) show up at our facility demanding to see the head of HR. He brought a friend of his with him for "moral support." He then proceeds to tell me that his wife, who works for us, is having an affair with another one of…
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I also have a policy I will send you that has some commentary that may be of some help to you. Email me if you want it. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I did. Two things you want to be sure are written into your policy. First, that the labor attorney that normally represents you is acceptable to the insurance carrier. This way you get to use your lawyer, who has done business with you and has y…
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I don't think you're being harsh. The reason she feels free to just clock herself out is because she's not been made to suffer the consequences. This is the perfect one to go toe-to-toe with the union on. You shouldn't be afraid to take on the un…
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I agree with Don D. (which is only fair since I just disagreed with him on another post!) I'd address overall conduct and include that the employee is also responsible for the conduct of his/her guests at any company-sponsored function. This will …
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Apparently the female pyschologist didn't test you for curmudgeonism! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I'm going to be the Forum heretic (again!) and say that I don't like to ask "what would you do if" types of questions. I can spin out the best answer possible to that question, but that's no guarantee that I will do what I said when presented with …
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I think it depends on the wording of your contract, which means you should have a lawyer take a look at the situation. Does the contract have a provision that allows you to terminate for immediate cause? If the contract is silent, your past practi…
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I really don't think that's wise. She was never an independent contractor. You had full control over her the whole time she worked for you and offered her benefits. Besides, she will get both a 1099 from you as well as a W-4 in the same year. Th…
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The only policy I think you need is a Non-Fraterization Policy, which prohibits managers from dating people that are directly or indirectly in their chain-of-command. I do not recommend trying to outlaw fraternization or dating in the workplace. Y…
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MarieA is right. Use one of your Spanish speaking employees to do it for you and pay them a bonus. If you don't have an employee that can do it, I can refer you to two people who do it regularly for companies - everything from sexual harassment pol…
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When everyone keeps transferring out of their departments and they have to keep training new people, remind them of this! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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Gayle, I have a workplace violence policy, but you'd have to rework the section on wephons, as it currently prohibits any on the premises. If you want it, e-mail me and I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford…
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I wouldn't keep re-working the policy to fit all situations. Just word the policy to say that hair must be tied back so that it doesn't represent a safety hazard. Tell you employee that the current loose braid represents a safety hazard, so she mu…
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I'd start with a PowerPoint slide that listed of 7 to 10 items that HR has contributed to the bottem line with a monetary value attached to each. For example, what were your legal fees before HR was there for the employment stuff? How many EEOC a…
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Had her under survellience for awhile. Called us to see if they could come on the property to search her vehicle. We said no. I'm assuming that they observed her and had probably cause. That one wasn't my problem. The theft was mine. Margaret …
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Believe it or not, the police caught one of our employees with our product in the trunk of her car right after she pulled out of our property. (They were looking for drugs.) We fired her for stealing. In the unemployment hearing, the hearing offi…
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Include in your policy about company sponsored events that the employee is responsible for the behavior of his/her guests. I had three incidents (at three different companies) where we had to address this. The wife of one of our employees was caug…
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I'm sorry to miss you, but am looking forward to meeting the people. The most helpful rental car person I ever got was in South Dakota. When I went to thank him for his help, I looked at his name tag and it said "Running Bear." I must admit I was…
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Don't even start. I'm on the road at least three days a week teaching, speaking and working with clients. One week I did four cities in five days and hit both coast twice. (My Big Dog tongue was hanging out at the end of that week!) One of my fa…
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Please move your business to Nashville. All my Nashville clients get a discount because I'd don't have to pack a suitcase to come see them! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net…
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Luckily, it's the people I like so much and not the places. The travel is pretty grueling, but most of my clients will not move to Nashville! I will get to see Mount Rushmore when I'm there. It's not my first trip to South Dakota. I did some wor…
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I would be glad to furnish you with some job descriptions that contain the physical requirements for several office jobs. I recommend that you include the physical requirements in your job descriptions because this is usually where an ADA claim com…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-15-03 AT 05:32PM (CST)[/font][p]Could you drive the two hours to meet them rather than making them drive two hours to be fired? More important, does this person report to you? If not, why isn't thei…
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I have one I'll send you by e-mail. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I agree with my two colleagues above. (I'm sure the end of the world is near!) The specific targets should be in the employee's performance review each year. The sales targets may change year to year, particularly based on the economy and any new …
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Don't be afraid in a lay-off situation to keep your best workers. I normally start with the assumption that the longest tenured workers are the best because they have the most experience. I'd ask each manager to decide who he/she would like to kee…
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I may be missing something here, but your wage scales already encompass the COLA. That's the reason you move them every year. I wouldn't give a COLA raise on top of that. If they are over, no raise until the scale catches up or do the lump sum bo…