POPEYE
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You are so right. I spent a couple of years as a Manager for a staffing company and even with all the signed contracts etc., co-employment issues were lurking around every corner. As Don D put it on another post, "Standing on the top of a slippery…
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I have never been involved with anything like this but just thinking about legal and liability issues makes my skin crawl. I am assuming that benefits for the EEs is part of your concerns. If you and this other company work out an agreement and co…
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I agree with the NO responses. Forget laws, CEO's desires and bottom line dollars. Think about the impact that one "ex-EE" could have on future recruitment if the word was to spread about testing charges. My opinion is to charge this to the cost …
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Excactly what I thought but just wanted to get it DOCUMENTED!!! So Don D, does that mean I can't adverstise my sports prognostication expertise on the Forum?
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I would document, document, >document every thing from day one through today. Contact our counsel >for advise and terminate immediately!!! JMLEGAL - Sounds like you are from the Legal arena but how could someone contact you since your pro…
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Linda - One more time - (615) 847-7659 ATTN: DON or Email [email]Donald.L.Rumbley@usa.dupont.com[/email] Thanks.
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I'm not sure I totally understand your question. I assume the off-color part about other EEs referred to race, but the facilities - our building is grey, white and some blue. Do we need other colors?
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We take it one step farther and have each EE sign an "Informed Consent and Release For Searches" form along with a disclaimer for lost or stolen personal items. We inform them that if they put on a lock and do not provide our Safety Manager with a …
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I also have been "influenced" into re-hiring against my better judgment. In both recent cases it has come back to BITE us. So NO MORE.
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I guess my bi-focals were playing tricks but when I first looked at the posters name I thought I saw Lilac. I thought how appropriate for the thread topic.
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Yes Don, take heart that you did have the respect of Will for him to ask for your assistance. We had to eliminate about 3 positions a couple of months ago. Although we are not Union, we do use a seniority system on assigning positions and one of th…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-28-03 AT 01:06PM (CST)[/font][p]If it were my sons, a good trip behind the woodshed would be in order. However, I would recommend that you or your company's designated "conflict resolution" person ha…
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Well said, Rockie!
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Frenchie, Look at a similiar post a couple of days ago titled "LOVE CONTRACTS". I think you will find your feelings are shared by others.
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Have not experienced the concept of "interviewing" EEs during a performance review. In all my years the supervisor / manager pretty well tells the EE how they perceive what has been accomplished during the evaluation period. Sometimes the EE may b…
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We have a NO FAULT attendance policy. 4 absences or tardies in a rolling six month period starts disciplinary action. 3 consecutive days for the same illness with 3rd party verification counts as one incident. Sounds like you have been super liber…
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Something to consider for accurate numbers - are you going to count retirements or deaths? We always figure two rates, one including the above and one not. The number crunchers always like to have both.
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You should not run backgrounds until you have made a job offer. That offer can be contingent upon satisfactory results from, in our case, background, drug screen and physical. I fear you could run into some EEOC concerns if you asked for the infor…
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Pork- I'm not Terri but I think she is referring to someone else from Maine.
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I agree with the above posts. We currently have at least 4 relationships (the one we know about) in our facility. Even one in the same department. As long as the behaviour at work is appropriate and policies followed, as has been said what are yo…
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Balloonman is right on. A couple of other things that are included in our orientation / training are: Ergonomics / lifting; Bloodborne Pathogens; Fire Extinguisher Use and Fire Safety; and basic First Aid procedures. You would be surprised at how…
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We have 200 employees in our manufacturing area, 70 data entry operators in an accounts payable area and approx 20 management / executive level. With the title, Assistant HR Manager, I am the sole recruiter for all as well as administering all other…
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I agree. Sometimes I fear, with budgetary concerns, we have lost sight of what HR should be. Charging for a couple of mouse clicks or pulling a filing cabinet drawer open and either a 1 minute phone conversation or fax sends the wrong message. Wh…
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The files should only be kept with the entity that is performing payroll functions. If each entity has it's own tax ID, then yes each should have a full personnel file. However, if the tax ID is the same for each entity, then the "primary" entity …
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We try to take the subjectivity out of the hands of supervisors and have a NO FAULT policy. Regardless of why you are absent or tardy it is an attendance incident. We allow 4 in a rolling 6 month period with no penalty and start a 3 step discipli…
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Great advice Theresa!!!! Also, remember that what you do for one EE SHOULD be done for all. I too would like to know what your policy says as to how to determine if someone is an abuser.