Margaret Morford
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I agree with Don D. (I must be having some sort of break down!) As long as there is no non-compete and they do not bring trade secrets or customer lists with them, why would you not go after the "stars" of your competitors? It's a very strategic w…
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I would get a written acknowledgement to put in their personnel file. I'd give them the acknowledgement at employee orientation and tell them it's due back to HR in a week in order to give them time to read the Handbook. Follow up and make sure yo…
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The advice everyone has given you is excellent. If you cannot get the CEO to address the problem with Mary, would you consider having the receptionist report to HR? While this won't take care of Mary (because the CEO refuses to deal with her), it …
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My experience also has been that employees will rate themselves the same as their managers (or lower) 99% of the time. That other 1%, we are always having problems with. However, I do not recommend that you have the employees fill out the same for…
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While I don't have all the facts, I'll try to help. You are probably in an employment at will state, so this person can be fired on the whim of the Director. He also can be threatened by a Vice President if he doesn't "shut up." None of these thi…
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Maybe I can give you a perspective on this that may help. Here's Unemployment's thinking. No one knows your jobs better than you do. You have selected people for these jobs and know which ones are usually successful. No perspective employee can …
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It seems from your answer that you have some flexibility about when you lay her off. What about sitting down and telling her that you are going to lay her off, but you wanted to stretch her lay off date to take her to FMLA? The advantage to her is…
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I have a sample travel policy that I'll share with you. Email me and I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I would certainly have a conversation with the boss about it. She has made a sexually harassment complaint and you need to address it as well as document what you did about it. Then you should think about doing some "legal issues" management tra…
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You can do a mileage reimbursement and/or pay a car allowance. (I recommend both so that the salesperson can choose their vehicle and will take care of it, unlike a company car. The car allowance helps them purchase a car and the mileage reimburse…
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I think you're correct. The Policy and Procedure Manual has more much more detail and includes the administrative requirements as well, such as what approvals are needed and what forms to use. For example, your handbook simply lists tuition reimbu…
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Rockie, The problem with Executive Coaches is that anyone can say they are one - just like consultants! To earn a PCC, you have to have so many hours of paid coaching, you have to have coached for a certain number of years, you have to be observed…
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Carol, I have used an Executive Coach to work with various clients of mine that had a wide array of problems. I had wonderful success. I suspect that it is due to the person I use, who coaches by telephone to keep the cost down. She's one of abo…
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Most companies wish to avoid the employment contract concern and having to get the agreements re-signed every time they change any part of the compensation, including giving someone a raise. Usually they just draft a document that explains the new …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-07-03 AT 02:05PM (CST)[/font][p]This isn't a choice. It's the law. You must post it. We posted ours on the bulletin board that was used most by the employees. Read that, had the most stuff. We di…
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HR Banker, I don't think the conference is for members only, but don't have a brochure to tell you what the cost is. If you're really interested, you can contact the Conference Coordinator Jennifer Lawson. Her number is 419-228-8664 Ext. 211. If…
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Check your state law as HR Banker recommends. When the employee is issued the pager, have him/her sign a document that acknowledges the value of the pager and authorizes your company to deduct that amount "from any monies due and owing to the emplo…
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Most companies have a general Employee Handbook and a much longer, more detailed Policy and Procedure Manual. You want your handbook to be informative, but just give the basics so that it doesn't have to be reprinted often. For example, don't decr…
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For me, it was giving up practicing law to return to HR. It wasn't as lucrative, but it was work I love! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I regret staying in a job where my new boss was abusive and mean. I stayed because I loved everything else about the job and was convinced I could win him over. After all, I'd worked for tough bossess before. Wrong! Some people are so broken wit…
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In all my jobs in HR, we had responsibility for classifying people. This is true in all my clients as well. HR is already doing job analysis for the purpose of setting compensation, so classification becomes part of that since HR usually knows muc…
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I'll be glad to help if you want to interview an "HR Fossil." I've spent 20 plus years in HR and practiced law for 5 years. I'd be glad to do this by telephone. If you need to do it in the next two weeks, can we schedule it this week? I'm runnin…
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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]
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Include advertising costs, cost of everyone's time to interview prospective candidates, training and orientation time for new hire, cost of setting new hire up on payroll and benefits, loss of efficiency during training period, time of person who tr…
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Even if they are legimately independent contractors, the fact that they get a W-2 and a 1099 from the same employer guarantees that they will be audited by the IRS. It's an absolute red flag. Because of this, we always switched contractors to empl…
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Some employers force employees to use their vaction or PTO time. I have one employer, who must have sufficient people present to run the business, that will not permit the use of vacation so that people have an incentive to come to work. They allo…
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I have a "Pat on the Back" Program that has worked well several places. It gives immediate recognition for extra effort and produces a form that goes into the employee's file, so there is a permanent record of the employee's effort in his/her perso…
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Now there's the curmudgeon we all know and love! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I think you guys are over thinking this! As long as the boxes are left out for people to give anonymously, I think it's a great idea. You can pick your certificate up and then no one knows whether you spend it or give it. Our organization used …
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Here are my two favorites on courage: Courage is that small voice that says, "I'll try again tomorrow." and Courage is fear that has said its prayers. Thank you, Mike Maslanka, for such a thought provoking question! Margaret Morford theHRedge …