NeedCoffee
About
- Username
- NeedCoffee
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Thanks HRCalico! I am still stuck on this one, however, because it was just a normal absence - the employee never asked to not come in, just didn't show up for work and when the ee called in, he just asked to "let his supervisor know he won't be in…
-
Thanks for the help guys! I guess it is one of those things where we know we're in the right, but just want someone else to agree with us! Unfortunately the ee doesn't have an answering machine, and there's also a language barrier, so I think a wr…
-
I get this quite often from larger employers. I think it sucks, but I guess these days it's the cost of doing business! If it's an applicant that we really like, we'll normally pay the $15.
-
Marina - I'm a bit of a devil's advocate on this forum, so I wanted to bring this up. Did you ever think that by "highly recommending" she find another job, the EE actually took that as a veiled dismissal? And, since you said all those nice things…
-
I still think you need to wait until something happens that violates your company's policies. Then, you are terminating FOR CAUSE and unemployment is much less likely. If you are terminating to appease the hire-ups, then they need to be prepared t…
-
Ugh. This is not a fun situation. You are right, it's easier said than done. My advice would be to take the stance of: this happened outside the office, and you really can't do anything about it until it starts affecting work at the office. If t…
-
I believe you are correct. Employees have to authorize deductions from pay for voluntary things such as insurance...if the EE has to foot any portion of the bill, I do not believe you can require them to sign up. I would check your state's statute…
-
Unfortunately, not really. We went through this about a year ago. The employee has to call the collection agency and state that they are not to call them at work. After that, if you've asked them to stop, then they call again, ask to speak with a…
-
Well, while I wouldn't outright say that you're being too picky, if you feel that strongly about it you should voice your concerns to management and suggest they change the files. Give them the reasoning behind your choices, and let them decide. O…
-
I agree with the other posters. Is there any way you can find him a position where he will not be driving company vehicles on a temporary basis? That way, at least you are getting some work out of him since you're paying him anyway. I would not …
-
Never heard of it. Internet?
-
I think it really depends on the position you are interviewing for. In some instances, you might get some insight by asking, "Let's pretend you were hiring an assistant for this position - what qualities would you feel were the most important?" P…
-
A few years ago before my time, a service came in and offered identity theft protection to our employees, a few took it, but as far as I know, no one has had to use it. When I stepped in, I got rid of the company, because I think it's a wasted bene…
-
we use 6 months.
-
Ditto.
-
In an effort to give one serious response to this post, how about just designating them as holidays, without names attached? In the handbook, you can simply state that the following days are company holidays: July 4, December 25, etc etc, without n…
-
This post probably needs to be moved but..... In this situation, I would stick to whatever your policies are regarding granting of leave, whether paid or unpaid. You need to be clear with her and state that if she does not follow proper procedures…
-
Unless you have company policies or state laws saying differently, you are under no obligation to provide an employee with his/her file. Think about it - the file will do the EE absolutely no good unless they are planning a lawsuit. I've always st…
-
I agree with stilldazed - the 2nd interview is the most appropriate time for this sort of questioning.
-
We use Timeclock Plus: Pros: Biometric data Easy enrollment/scanning Multitude of reports on software Accurate Cons: Software is a little difficult to use - could use an update or a better user interface (we're on version 4.0.3, so they probably h…
-
Remember, there's two types of sexual harassment - hostile work environment and quid pro quo. Although what happened may not constitute hostile work environment, it is very easy to see how a quid pro quo situation may have happened!
-
I believe all of us said that without more information, we can't really give solid advice. For all we know, this was flirting and not harassment. This is why more info is needed. I doubt any of us would negligently ignore a legitimate harassment …
-
Well, remember that in order for it to be sexual harassment, it has to be behavior that is offensive to a reasonable person, is sexual in nature, and interferes with the employee's ability to do his or her job. In my opinion, and without knowing al…
-
We do not allow this on our policy - if someone requests a day off, it goes into the books unless the employee personally tells us to disregard it. We feel that if an employee requests time off, they should be responsible for that request and that …
-
I think SPHR vs PHR really depends on where you are in your career and what level of positions you would be applying for at your next place of employment. Although I feel that I probably could have passed the SPHR, I went ahead and did the PHR beca…
-
I have a BSBA in Finance, and I went with the PHR. I plan on sitting for the SPHR in the next few years, though. For now, I'm relishing not studying for anything! You can also get certifications in benefits, compensation, etc. Just do a search f…
-
Does it say anything like, "business appropriate" or "business casual?" If you don't have specifics, I really don't think you have a leg to stand on. If she's coming off as unapproachable, then more than likely her performance will falter. Addres…
-
We used an online training program (geared specifically towards automotive dealerships) which covered FCRA, FACTA, Reg Z, privacy, etc....the pros? It was an extremely informative program that EEs could do at their own pace and tested them on their…
-
Thanks Earl! I'll do that.
-
Thanks, guys, I appreciate it! I will definitely use those guidelines for leave requests. But what I still want to know is whether I can ask for proof of membership in the national guard...since we do not have a military leave policy or procedure,…