Rockie
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In our medical facility we have employees sign a confidentiality statement about divulging personal information. In addition, in our employee handbook we have a statement that reads"Malicious gossip, disparaging remarks bout others, and a spirit of…
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Thanks guys for all your comments. The manager is actually moving his office into Medical Records for a few months to get them working together as a team. He will readily be able to identify the "pot stirrers" of which there is one major one he ha…
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Our policy is not to give an ex employee anything in their personnel file. A subpoena is necessary if they wish something. If a current employee wishes to review their personnel file, they have to do so in the presence of an HR representative and…
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I have to agree with what Pork said. This "nanny" position is not going to serve any purpose for the business. If he still insisted on doing it, I would send a CYA memo to him, outlining your concerns and the potential harm that could come to him. …
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We sort of do what Dasher does. We have a Staff Appreciation Day where we have a cookout with chicken, hotdogs,hamburgers and all the side dishes that go with it. We set up tables in our education room and everyone comes in as they can to eat an…
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Yes, you need to negotiate a salary for her, based on the job, not the number of hours she is working. If she is working half of what she did before, then perhaps a 50% reduction would be in order. Just depends upon what agreement can be reached b…
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My reply to these types are: "If it didn't bother you, you would not have brought it up." Since you now know about it, it is your duty as an HR professional to address it.
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We have nurse practitioners in our medical practice and as part of their licensure, they are REQUIRED to be covered by malpractice insurance. They are not allowed to practice in SC without this insurance and must have proof of it before they are is…
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The fact that the police have been called in to investigate may be enough of an impetus to squash this kind of behavior in the future. Most people who have targeted people to play pranks on will stop this type of behavior when they find that they m…
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When I re-issued our handbook back in July, I had employees sign a copy of the disclaimer page and also attached a copy of the cover of the employee handbook which also has the same disclaimer displayed in the manner spelled out by our illustrious l…
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I've heard that some people secrete alcohol through their pores after they have had a lot to drink. Still, though, I'd let him know it wasn't acceptable to come to work smelling like brewery!
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Always a bad mix to put family (especially spouses) working in the same office. I'd keep a copy of all my documentation on this person, along with a copy of the nepotism policy. Hopefully, in a couple of months, this will blow over and will not …
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I agree. Just focus on the performance issues. If you start addressing these type concerns, it will add fuel to the fire and will appear to the employee that you are trying to build a case against him.
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Nijel: Most people would not even respond to an inquiry "appealing" a decision not to interview. This is one step below the level of a candidate calling and demanding to know why they were not hired. Since you responded, I think you responded a…
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You need to start the interactive process with her therapist. She may not qualify for FMLA as yet, but she probably will qualify for ADA. She will need to sign off for the therapist to talk with you. I usually get with the therapist and give a li…
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>My room-mate from college works in the >publishing industry in NYC....this is how she >was hired and how she does her final interviews. > >She said that the first one or two was really >difficult....but I guess there are r…
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We do this with a team of people working in one of our hospitals. They interview in the hospital environment to assess technical skills, but then meet over dinner. It's amazing what a candidate will let drop over dinner that they would never talk …
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These things seem to come in waves. Some weeks we have none and then other weeks we may have 5 or 6 in a day. Our policy is not to give out any information unless we have a written authorization from an employee to do so. Garnishment of employ…
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In our OSHA training classes (mandatory) where we also go over bloodborne pathogens and other "nasties", it is made perfectly clear what the procedures are in the case of a needlestick. It is also clear what will happen if they refuse to cooperate.…
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Under OSHA guidelines, the employee has to submit to testing. However, they can refuse to take the treatment. Some treatments (AZT) have very bad side effects and sometimes the employee, if they feel fairly confident that there is no issue or the pa…
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I usually consider a couple of things. What job they will be performing, what the infraction was, how long ago, their conduct since then and finally, were they honest and up front with me about this and didn't lie on their application. If I find o…
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I'd tend to do what Don stated. This comes under the section of stuff that you hate that you even have to address. I had some employees come to me about a supervisor who carried her briefcase to the bathroom with her and they were speculating abou…
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I'd recommend running a credit report on applicants that have access to the finances of the company in conjunction with your background check. Of course this is covered by the Fair Credit Reporting Act and you have to convey certain information to t…
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This is a new one for me and I couldn't find the answer to it in the regulations. I am assuming you could handle it the same as any other person who declines a position before they actually start work. I wouldn't let her "resign" from the job since…
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If you are doing a new job description, I would sit down with the individual and go over what all their tasks are and what the essential functions of the job are. If you are updating job descriptions, I'd just give each employee a copy of the old d…
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In South Carolina, the Wage and Hour Division of the DOL can only go back three years.
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It never ceases to amaze me how absolutely filthy some people can be at work! It makes you wonder how they really live at home. The bathroom is the worst offender by far with everything you can imagine and more! The kitchen is a close second wi…
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>[font size="1" color="#FF0000"]LAST EDITED ON >02-10-05 AT 02:43 PM (CST)[/font] > >I tried hard to come up with an appropriate >retort; but, all I can say in response to your >comment to me is "You are right". x:-) Don…
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Thanks Pork. This is great. At least it is a starting point!
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DCHR! I also feel YOUR pain! Human Resources in healthcare is a whole different animal than any other career choice. You are very correct about the kind of people who are drawn to this profession and many are not the kind hearted, Florence Nighti…