Pork
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Call it what you want, it is still a "voluntary quit"; I like the term of "self terminated", which connotates he/she quit without the lease concern of his/her fellow team mates, left them hanging for three days. It was the individuals choice to lea…
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djacobs: You situation reads like the lead article on HRhero web page: "When Harassment makes an employee quit". A recently determined supreme court action may help you to decide what you need to do. PORK
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AND THEY DO WEAR OUT AND RUN DRY! Be careful for written direction or verbal direction to ees on who or with whom, they may communicate for whatever reason. Their reason always shows up as hinderance of their right's under NLRB investigations and …
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NJJEL: Were you a party to this meeting? Do you know which senior member suggested or announced this next agenda item? Given, now that I have a complaint about the event, I would be forced to discuss the event with the party that brought the grou…
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CONEHEAD: Now that is a name for this forum, you have come to the right place for help. With only 1 posting, I assume you are a new member of the forum and probably from your question a new member to the HR arena. "Dandy Don" the post ahead of me…
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PROs 1)less costly to the company. 2)Probably easier to obtain by some potential ee's 3)May hold the physician to the same level of professional judgement as the physical. CONs 1)can't think of any, we only require physical exams of our professio…
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Without further hesitation take the action specified by your joint agreement and allow the employee to resign with a two week notice, pay him/her the two weeks and call it quits. Your clients are your greatest concern and if they are unhappy, the c…
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"Dandy Don" I sure hope you took an opportunity to view the article posted by Jeffery. After doing so maybe some of us professional HRs should get our heads out of the sand and search for a means for diversity in the work place. If the auto indus…
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Ronda in CO: Welcome to the forum and the ability to get straight answers to your most perplexing concerns, with some humor but no less good information. I recommend you do not attempt to respond to every posting on your thread but wait for a smat…
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TWO ISSUES AS I SEE IT: 1)SAFETY of the employee and safety of the team members who may neeeeeed the physical abilities of this sick person. The employer is charged under OSHA to maintain a safe working environment. Take heed and this very serious…
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WITracy: I don't know, it is Title VII that I would be concerned about. One never knows what any one of the three "eliminated faces" might alledge, but the nephew, who is, I assume is male, white, younger than 40 years of age, inexperienced, and m…
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percello: Nepotism is not the issue, it is the question of Seniority and who leaves first discharged! Discrimination and wrongful or constructed discharge evolving from a planned "Reduction in Force" is the issue to which the company must be ready…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-09-04 AT 07:44AM (CST)[/font][br][br]VERY POSSIBLE, a direct family member would be less trouble than a distant family member. If the plan calls for three positions to go, which are full time and r…
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WITRACY: Where the planning has taken place and a RIF action for a particular position is the order of the day, then move forward and remove the position from your inventory, a proper decision. NOW: you are ready to look at the people issue. Id…
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REGARDLESS OF THE OSHA issues with Safety Incentives, you should proceed with your convictions and be prepared to modify if the guest can add substance to any argument against Safety Incentives. They (safety incentives) are not illegal, however, th…
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I concur with "Dandy Don's" current employer and the reasoning is as he stipulated it becomes a strong piece os evidence to later provide to the UI/or/EEOC inquiry. I have found that both governmental agencies tend to lean more favorable toward you…
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"ALL OF HER EMPLOYER REFERENCES CHECK OUT", WITH THAT STATEMENT I stand by the recommendation to let another strong employee handle this client's account and put the new employee to handling another client's account. Smace-Twin, I am like you and c…
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Jayhawk: It is difficult to understand how you have a client into which you would hire a new employee to handle this client's interest; yet, you have no one else on your current staff of employees with whom you would have special trust and confidenc…
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Hey, "Dingle-berry", it ain't working out so get the _ _ _ _ off of the property! How about that for some words!!
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nina 1: HAVE YOU CONSIDERED PRINTING OFF THIS THREAD AND LET HIM READ THE INFORMATION CONTAINED HERE IN. THERE IS A WORLD OF HR EXPERIENCE HERE, TO WHICH HE MIGHT BE IMPRESSED WITH YOUR USE OF THIS HR CHANNEL FOR ISSUE RESOLUTION. You could als…
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Nina 1: I jump in on this at this late date simply because my computer was down for a program change over and I evidently missed this one when I came back on line. In the private sector the EXEMPT EE, your COO and all other exempt employees, could…
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I vote for asking first before we jump into discipline! PORK
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"Dandy Don" at this point in the life of HIPAA, no one knows whether HIPAA will include the medical procedure with personal data and information contained in a medical report form which includes a MRO's signature and decisions. Since we already kno…
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szemcumo: This is one post where I have to disagree with "Dandy Don"s" thoughts, but only for one clear and persistent reason HIPAA rules do not cover W/C medical information, therefore, I have directed our filing of W/C information from drug testi…
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SANDYK: Replace your "expected mother" with a "broken leg" situation for a man, surely your city has had one of those. Now apply the very same actions previously applied to the "broken leg/bone situation" to this expecting mother situation and you…
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If I were you I would be very ready to present the employer case. Organize the facts in a cronologic order. First, present the employer rules with copies and signatures showing the company policy, written letters or publication of the changed sc…