Rockie
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- Rockie
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Comments
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Given what appears to be the nature of this offense, the apparent history of the individual, and the fact that these ladies are afraid of the individual, I believe administrative suspension is in order.
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I just can't believe how much time businesses have to spend on this topic in todays' world. I walk around our building and observe how utterly unprofessional some of our non-clinical staff look. (No problem with the clinical - they HAVE to wear sc…
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Thanks for the info Pork. I have this booklet, but I guess I just wanted some reassurance from my Forum buddies. Sounds like you have a mess on your hands...hopefully you will come out of it smelling like a rose. This guy we have is also a piece …
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There are many good reasons for letting an employee go in lieu of working out a notice, but would pay them out for the notice they gave.
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Sounds like she is trying to find a way to fund an early retirement. I would also advise that you contact your labor attorney to find out the best way to proceed with getting this person out of your workforce.
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If we have an employee who refuses to sign a confidentiality statement, then they can't work for us. (Healthcare industry).
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That's a $500 fine in our city. If you suspect abuse, I would see if the police offer the service of running tags to see if they are handicapped. We recently had a city councilman caught using his mother's handicapped tag and his picture was put o…
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Yuck! I think we could start a thread about "worst jobs in the world to have". I think "carcass removal" would have to be right up there,along with cat urine cleaner. Another interesting fact: there is something about cat urine that...if it gets…
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I like the anonymous call to the Board of Health. No one should be forced to work under these kind of conditions. There is probably a very good reason the employers don't want OSHA or the Board of Health there, but if they could come anonymously, …
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If you have a wrecker service at your car dealership, you might just have the tow truck come by and haul them out of the parking space. Hiding their car in the back lot and then having them wonder what happened to it just might make an impression o…
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We have all variations of overtime and time clock abuse in our facility. Employees are warned if they do this, we will pay for the overtime because it is required by law, but they can and will be disciplined up to termination. They have to make a …
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Since we are talking unemployment here, if a person's hours are cut back due to finances of the company...say they were cut from 40 to 20 hours, would they be eligible for "partial" unemployment? Or is this state specific? This is one thing I have…
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>I found the information on the IRS website. This employee makes a >very good wage, has 14 allowances and claims he still is owed money at >the end of the year. I think my husband and I need to use his >accountant. I, too, o…
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>We have small locker rooms and showers for 120-some employees. A few >male runners/walkers use them, but no women I know of. A handful of >men use our basketball hoop, even after it got hit by a truck and all >bent out of shape. …
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We have one as part of our medical practice and call it Total Life Center. Patients use it and also employees and spouse may use it for free. We also opened it up for the public and offered a lower fee than the health clubs around town (of course,…
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There is no legal requirement to have an employee handbook, etc. Some companies are run very successfully on little or no policies. Usually these companies employ very hard working, self motivated people that you usually do not have to hand hold. …
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Worst case scenario - you can terminate him. I don't think it's necessary to have a policy for every obnoxious behavior an employee can come up with. Being that it happened in a company car, whether it is off hours or not, would make your company …
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One of my former bosses always said: "In most cases the reasons the employee left in the first place are still here." He was not in favor of rehiring unless the person left to relocate or something beyond their control. In many cases, employees f…
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Generally, I have found there are two major reasons for "no hire" on former employees. One is a company-wide policy that the company will not rehire any former employees and two is: there is a good reason this person would not be eligible for re…
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What I usually do in these type situations is that I bring the two people into a room with me mediating the conversation. I basically spell out what I see is the problem and I asked one to speak without interruption and tell their side of the story…
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You are absolutely correct. You cannot guarantee absolute confidentiality in these cases. In any event, the "accused" would have to be a fool not to figure out who reported him. "He said, she said" sitations are very difficult to prove. What gen…
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Payroll is done in our Accounting Department and I like it that way. We have a two part Personnel Action Form. Original goes to the Personnel File to track any personnel changes and the yellow one goes to Payroll for processing. This has worked o…
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Never heard of such a thing! We copy and retain documents that pertain to the I-9 files no matter what category they come from.
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The employee would, more than likely, be able to collect unemployment on a "resignation in lieu of termination". If you have documentation to terminate with cause and you WANT to avoid paying unemployment, I would terminate for cause (with proper d…
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Your friend should be okay as he responded to the question appropriately that he was asked when he was hired. I implemented background checks when I became HR Director at my present job and I just grandfathered the existing employees in. Is this…
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Several observations. South Carolina is an at-will state as you know so an employee can be fired for any reason or no reason. If you truly want to be a blunt SOB, you can simply say "Your services are no longer needed." Indeed, many so called exp…
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Simply advise manager. "The employee resigned, we filled his position, we do not have a position available for him". You are absolutely correct it would not be "right" in any sense of the word to terminate the "laid off" worker simply because some…
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This is discrimination. You can't hire someone based on race simply because their audience happens to be "African-American". This would be the same thing as saying our audience is 90% Caucausian, so therefore we can only hire a Caucasian for this …
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You are between a rock and a hard place. #1 - Make darn sure this person is the one that is doing the stealing. Does anyone else have any type of access to his office (cleaning crew, etc.). As bad as it may seem, make sure the other co-worker tha…