Pork
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Title VII requires an employer to reasonably accomodate employees' religious beliefs and practices unless doing so would be undue hardship on the employer's business. Public employers have a special consideration that they do not set religion up as…
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Don't be so quick to settle a charge. You can respond to the EEOC inquiry without legal assistance until you hit a break wall with EEOC case representative. Only consider settlement if you discover in preparing your response to the claim that ther…
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Rich, Good morning somewhere I have a reference to benefits and part-time employees. Our employee handbook/company policy speaks to the non-benefit category, but considers 32 hours a week as the threash hold for consideration as a full-time regular…
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In fact our legal beavers required me to issue a draft copy to all department heads and give them a ninty day opportunity to review and make recommended changes or point out conflicts of issues between departments, etc. After which we made changes …
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Shari, Do not toss aside so quickly the DOT programs for they are the most strict and if you follow their guidelines your company a medical facility would be within the laws of your state most likely. I have both transportation and other department…
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James, Kodoos to you and your cohorts that put it together. I have used it now with three Leadership courses as "my meat and potatoes"! It worked well for me and it covered the basis for the students (managers and supervisors)in major areas of HR c…
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Renie, Good morning may we all have a "Blessed Day"! The above respones are right on; let me add that your friendly pamplet obtained from your regional DOL entitled Regulations Part 785, HOURS WORKED UNDER THE FAIR LABOR STANDARDS ACT OF 1983, AS A…
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Good morning Don: Our employees must pay when required! I have not had a single situation of this type of an issue raised as yet in North East Mississip. With the politicians dead locked in Jackson and the medical insurance pools announcing a 45%…
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Catbert, It reads like you have a male co-worker who is being harassed by another employee (the other co-worker is either a male or female, doesn't matter either sex can be offended by some un-wanted attention). The normal process would be for the …
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Irenoll, My "bones structure" do not come cheap, but my "bonus structure" is always based on an expected agreed to achievement goal for a competitive base salary. Once one achieves the base "sales goal" then based on an assigned territory and histo…
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Jeanne, You should refer to your absentee & attendance policy. In my company we have sick and vacation time and I would tell the employee that we will charge her time off as sick time, followed by a weeks sick time and now we must consider a FM…
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Dandy Don has got it right again! I personally control the current use of past history. After 6 months I make the supervisors/managers start all over. I use the roller coaster effect in our defense on giving great opportunity for success of the d…
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It is time to review your attendance policy and FMLA. Start over with new correspondence and deadlines/sunsets on when actions will take place. All letters going out will be by U.S. Postage receipt required process. When the dates for action occu…
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HR Surprise, You are most welcome. Absolutely, your HR files are the absolute reservoir of correct information for the entire history of the company in all personnel actions. If your files do not contain the absolute facts about actions and happen…
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HR Surprise, Good morning your concerns are well founded, but maybe mis oriented. With over 25 years in the HR "world of work" with 22 years of leadership and discipline in the military, I too have a tendency to want every one to follow the rules. …
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Markita, I hope you get this; I responded to your e-mail, but the mail man keeps kicking it back to me. Please enable your HRero e-mail or get your address fixed to receive. The mail-man says you are unknown in his world. Pork
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Company should turn to their written policy on probationary situations and the outcome for failure to perform to training standards. In our "at will" state we can terminate (change a state of employment at will) at anytime within our 60 day orienta…
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We have different production bonus plans; we have a special plant manager only special compensatory time off of one week which is sanctioned by the Owners. He (the family) knows the plant managers are on board for '25 hours a day and 8 days a week'…
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Who is or is not paying for the call and the consultants time is not the problem. As a trained and certified counselor, I would not breach client counselor legal protection and previlege information to be listened in by the upper level management o…
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I state as before on issues on this forum. Actions speak louder than words. Having a policy and not enforcing the policy to the letter of the policy means "you do not have a policy at all". If a company is going to have "exceptions", "strings tie…
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Don't forget that personal stress from the work place could, in fact, be a W/C illness. Have one on-going right now! Instead of a "Kiss just once" it was a violent "kiss" to the floor. The young supervisor had never been in a fight and it just ab…
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Surprise, surprise "Dandy Don" has not posted; I bet he is waiting for the e-mailman to get to his workarea. I, too, love this place and have begun to check myself on time spent here. Our MIS guru/dawg contacted our Office manager and evidently as…
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Rockie,SC Good afternoon hope ya'll soon will send us some of that precious stuff called water! For the first time in my 25 years of HR work I have reached a point of having the super star in our company with whom I hope to train and have her su…
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JudyRoy: Your opening sentence answers it for me! We too deal with live animals and provide protective equipment to prevent the transfer of illness. Regardless of PE it can happen, and we are responsible under OSHA to take care of our employee an…
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Diane, having a policy and not using it legally speaking means you have no policy at all. Company actions always speak louder than words. I was raised in this HR world by the "king of policy and regulations", the government; "follow the written le…
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Trish, Don pretty much covered the concern; with the exception that in some cases your failure to let me know of a very violent person or caution in some way to indicate the individual demonstrated odd and unstable personality behaviors while employ…
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Cinderella, Are you a peer; how is it that you are on this net and not the HR Manager or the boss of the HR Manager; does she also participate in this forum or have access to this forum within your network? This might just be the right place to dro…
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It reads like there may have been a two way game of "this for that" in reverse. She got the position she wanted, and then turned him in and he got waxed. I believe someone should check the Executives side of the story. If that happened to be the …
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Everybody above is correct; however, In our field of HR this is one of those areas where the company has always had the policy and, in fact, I brief and enroll every new employee with their signature that this is a terminal offense. Out of the 182 …
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Sounds like sexual harassment to me. Obviously, the female employee is offended; what has been her responses to these messages? Has she told him to "park it" or has she remained quite and non-committal. If she has responded to stop it in clear la…