Margaret Morford
About
- Username
- Margaret Morford
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
You can freeze anyone's pay at any time as long as what you do does not establish a discriminatory pattern i.e. only freezing the women. It sounds as though you need a compensation system of some kind. If you can afford it, you should have an outs…
-
I have one I'll send you if you e-mail me. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
-
Don't lose heart and start looking. You boss may be over-qualified for jobs you'd be a perfect match for. Your search will be different from his and maybe much more successful. Start looking around and get out. What you love about your company i…
-
You're exactly right! The only thing I would add is the purpose of the meeting needs to be investigatory (as you said above) AND could lead to discipline for the employee being interviewed. The employee cannot get another employee witness if the e…
-
No pre-answers in mind. I will ask follow-up questions if necessary. I never use "What would you do if" or speculative questions because really good interviewers (those that can pile it on deep) can make up an answer that will blow you away and it…
-
[font size="1" color="#FF0000"]LAST EDITED ON 05-03-03 AT 07:54AM (CST)[/font][p]I have a few favorites: 1) What was the last piece of criticism you received about your work? Did you agree with it? 2) Tell me about a time in your career when you …
-
Don't leave without telling us good-bye. And be sure you post whether you had a boy or girl and let us know that you and the baby are fine. You might also want to check back periodically if for no other reason than to read the Har-De-Har section…
-
What has your employer done in the past about women who are not returning after having a baby? We made sure that every woman knew that if she told us she was not coming back eight months in advance, she would still have her job as well as any FMLA …
-
The only down side to doing this is that if they leave you the day after they receive the bonus, you've given them their whole raise for the year in one lump sum with no way to recapture it. One other thing to consider, if raises are given at the…
-
I also have one that I will send you. It includes the standard stuff as well as language that permits you to write someone up that has a pattern of absenteeism even when he/she has benefit time to cover the absence. It also includes a buy-back pro…
-
One of my consultants has done a great video about harassment in Spanish. It isn't simply a translation but takes into account cultural differences. It has several vignettes including one in which co-workers harass another co-worker about her sexu…
-
I use the study by Buckingham as an intro to a seminar I teach about the difference between management and leadership. Don't forget to remind your managers about the most astounding conclusion from that study, which was that an employee's productiv…
-
We did one week for every year of service up to 12 weeks. Then we went up in three year increments. We had a two week minimum. If you are combining jobs, have two people interested and have one person not apply, I'd probably not want a person t…
-
Can you cure wrinkles caused by 20+ years in HR. If you can, I'm coming to see you! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
-
Well, I'll tackle this one. I'd count it like any other time missed due to illness. Is it certified as FMLA? If so, count it as such and use sick leave in accordance with the policy. As far as WC, she if she returns. If not, call you carrier an…
-
You need to check your state laws. A few states have statutes prohibiting this practice. California is one, I believe. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
-
I think Whatever has hit the nail on the head about why people react more strongly to e-mail rather than a dirty joke that is told. E-mail produces the plaintiff's Exhibit A automatically! Margaret Morford theHRedge 615-371-8200 [email]mmorford@ml…
-
I'd request a definition in writing from your liabuility carrier as to what they consider to be "driving regularly." I'd send them an e-mail stating that you want to make sure that you handle this properly so you need to know what is considered to …
-
I believe that was me. I have a consultant, that works for my company, who routinely does the AAP's for small, medium and large businesses. Most HR people don't have time to do them, even if they have time to learn the laws governing them. If you…
-
If you still need an Acknowledgement Form, I have one I'll email you. It also confirms at-will employment and denys any employment agreement that is not in writing signed by the CEO. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmit…
-
There is a gentleman I have used out of California, who is quite proficient at this. He does quite a bit of translation work for the California Bar. He also teaches a class to Spanish speaking employees about sexual harassment, which includes the …
-
Moira, Quit your HR job and hit the televangelist circuit. You apparently have the power to heal! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
-
Engineers have a professional association called the "Consulting Engineers Council" in every state. However, the association in your state may have changed its name from CEC to something else. Call a university in Indiana, that has an engineering …
-
I have a drug testing policy that allows for "the whole nine yards" as one of the posts says. I'll be glad to send it to you if you will e-mail me. When we implemented, we simply started testing all new hires going forward and only tested curren…
-
Or put flyers in the senior citizen's centers near you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
-
You are including suspension as one of the required steps for corrective action. We always used it in very limited situations and it was not a regular step in our corrective action process. Our corrective action policy outlined the normal steps to…
-
I'm going to be a heretic and disagree with Balloonman. While I believe that a suspension is a useful corrective action tool in some limited circumstances, I never recommend a suspension to address an attendance or tardiness problem. I think it se…
-
I was speaking of the employment contract itself, not the employment relationship. That will be governed by various state laws as Don D pointed out. There has to be some tie that exist between the parties to the contract and the laws of the state …
-
Be sure to include as a provision in your contract that the laws of the state of ____________ shall apply to all provisions of this contract. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.ne…
-
I've been traveling, so I'm late replying. First, Congratulations! Your old company should be sick and your new company has no idea how lucky they are to have gotten you! Was curmudgeon an essential function of your new job? I'm not going to let…