Margaret Morford
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Another along those lines that I really like comes from Abraham Lincoln, "Be sure you put your feet in the right place, then stand firm." Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/u…
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My favorite is: "I choose to live so that which came to me as seed, goes on to the next as blossom and that which came to me as blossom goes on to the next as fruit." Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] […
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If there is a pattern to the use of sick leave (always on a Monday or Friday, always before or after a holiday, always the day before or after scheduled vaction), I have some language you can put in your attendace policy to address a pattern of abse…
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I have a good beginning succession planning document with some instructions to get the managers started. This was developed for a client that was just beginning succession planning, but wasn't ready for a full blown iniative. If you will e-mail me…
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I wouldn't file them separate. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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I have one other suggestion for avoiding costly background checks on some candidates. When they check the felony box, I always explain, "We do hire convicted felons depending upon what the felony was and what the job being applied for is. Obviousl…
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I would add teaching your managers how to do behavior-based interviewing. It will significantly improve their selection abilities, which in turn drives down the number of problems your organization will experience. It's one of the most proactive t…
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I think Crout agrees with all of you, but is looking for a way to sell this to Senior Management. First, as was suggested, find out what the total dollars owed are because it may not be as big as you think and it will be the first question Senior M…
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I have used (and drafted for my clients) a "corrective action" policy that lets managers skip any, and all, steps with the oversight of HR. I sell this to the managers as protecting them from being sued for discrimination and/or harassment if they …
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This is how HR corrupts you. If they mean literally FU, then you have a sexual harassment problem. If it is meant as a curse, you have a profanity in the workplace problem. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/…
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Ask your attorney what your employee's "fiduciary duty" is while being employed by you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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We did employee of the quarter and they received $100. We had up to three each quarter. We grossed the $100 up so that the employee actually recived $100. The employee had to be nominated by someone in writing with an explaination for why they fe…
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I'm, of course, going to take a radically different position. If the person could improve, I'd like to help them. But as Paul said, many usually wind up arguing about why it isn't the way I saw it in the interview. When the interviewee takes the …
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You can discuss with the employee the necessity of not working through lunch and not exceeding 40 hours. If the employee continues to do it, you can issue corrective action to the employee for not following your instructions. But you still have to…
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How about employee entitlement in the 21st century? I read in the paper that the steel industry is trying to get the government to take over the legacy promises it made to it's employees for pension and health care after retirement. This involve…
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Have the manager write you a memo stating the facts as you outline them, put a copy in the employee's file and refill the position. If the employee returns wishing to take back the resignation, you are perfectly within you rights to say that you've…
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Theresa's right. I do want to say something about this topic, but first I had to push the throbing vein back into my forehead! HR cannot contribute to a business unless they understand the numbers that run the business. That starts with being e…
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Texas Girl, Everyone is right about continuing your own job search, but signing up with the search firm was an excellent idea. While I didn't use them a lot, I did on occasion use them and have clients who use them regularly. I also had one headh…
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What a wonderful thing for you and how important for your children! While in HR, we make a difference daily, you will get a chance to make a difference in to the next generation! We will expect great things from your children and are glad you are …
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Shari, I have a drug testing policy that allows you to do every kind of testing, pre-employment, post accident, reasonable suspicion and random. I'll be glad to send you a copy if you will e-mail me. Whether you can do reasonable suspicion depend…
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Our employees told them when they called to have records transferred to another doctor or to make an appointment (saying they would not make the appointment if they got charged for the ppaperwork). Margaret Morford theHRedge 615-371-8200 [email]mmo…
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The couple of times when we became aware of it, we did not pay the charge as we did not want to create a new revenue stream for the medical community in our area. Employees don't care if the employer pays. They do care if they have to pay. Instea…
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My policy does much the same thing, union or non-union. If the employee goes six months with no corrective action, you begin the process again with the first step. We never remove documentation from the file, but rather it is no longer considered …
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Mine is much the same as the one NaeNae55 describes except any acceleratin of steps has to be approved by HR to insure consistency and to protect the supervisor from a charge of discrimination. It also only gives an employee in his/her introductory…
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OOPS! I didn't go back and read the question again. I thought it was asking about all tracking and not just applicant tracking. Don D, thanks for correcting my mistake! Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-19-02 AT 09:27AM (CST)[/font][p]Don't forget the requirement to report statistics to the EEOC annually (EEO-1). Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http…
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Dottie, How awful for you, but I think very rarely do all those factors happen at the same time. I'd rather have one unusual problem than risk the liability that comes from a lack of confidentiality on all other employee medical files, particularl…
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We did it and our employees loved it. We saved money because we didn't have to start the machines one day a week. We also found it was a huge recruiting advantage in an area of low unemployment. We ran ads that were headed "Three Day Weekends" an…
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I would investigate and document. Simply interview a cross section of the employees and asked if they have ever been subjected to ...? Heve they ever seen anyone subjected to ...? Even if you don't turn up anything, you have a record of asking an…
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I think there's nothing wrong with a manager doing something with the people that work for them outside of work. In fact, I would encourage that as a way to bring a team together. Have evryone over for dinner or plan a dinner at a local restuarant…