Rockie
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- Rockie
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Being a medical facility, we have signage posted everywhere in the clinical areas advising that fragrances should not be worn either by patients or by staff, but, I can assure you, they still do. Being a person who suffers from being around extrem…
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We frequently have several people interview one candidate. I usually conduct the initial interview with the hiring manager/supervisor also interviewing. I have an interview assessment sheet that I complete and pass on the the manager/supervisor wi…
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DITTO with DJ
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>I think that referring the VP to EAP will pave the way for an ADA >claim as Don suggested. I would focus on the observable behavior, >deal with that, and let the pseudo-diagnosis stuff alone. Believe it >or not, I knew a plant …
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First of all, you said he has been at the company for 20 years. Has this type of behavior occurred in the past? If not, drastic change of behavior can be a sign of mental/emotional illness and only a mental health professional can determine this. …
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Hi Don: I knew there must have been something going on with you last week as you were not as active on the Forum as you usually are. This time last year, I had to be involved in a RIF. Some of these were people who had been with the company a lon…
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>We are a manufacturing facility with approx. 90 ee's and have had a >similar problem with other bodily fluids being left on the walls. The >way we have approached this in the past is when this occurs a shift >manager picks an ee…
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I like the idea of taking the doors off the stalls. BEFORE you go to this trouble, you may want to post a sign in the mens' room advising if this behavior occurs just once more, the stall doors will come off and if this doesn't work, then there wil…
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Sounds to me like Manager A found the pen or it was returned to him, thus the apology. Manager B should just be big enough to let it go since Manager A did apologize. There are bigger fish to fry. Hope Manager A's apology included apologizing for …
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When you have this type of working relationship, it's time to move on to something else. The hell you put yourself through every day just to "survive" is not worth it. Personally, if I felt I had to constantly try to "protect" myself from a boss…
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If one doesn't report to the other one,then leave it alone unless it causes some type of issue in the workplace. We have a non-fraternization policy that prohibits supervisors or physicians from being romantically involved with anyone they supervis…
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I couldn't find anything in the OSHA regulation about this. I think it is highly insensitive not to address this issue because I have been in Southern Florida and the heat and humidity can be brutal. At the very least, I would get my own fan and k…
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Generally, you should not have someone volunteering for work that you would most likely pay someone to do. Since, in your case, this was backwards-- They volunteered first and then it turned into a paid job, you are probably okay. From the voice o…
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We used to have a P/E system with five ratings and generally, a 3 was a fully functioning employee. Of course, everyone thought they were a five becuz that where the big money was. I am in the process of doing an evaluation based on what we call Q…
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Our policy is exactly the same. If an employee is out on any type of leave, it is spelled out in our policy manual that they do not accrue PTO. In fact, they exhaust their PTO in most cases (excluding military where they are protected by law and c…
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When the employee completed his initial request for FMLA, he should have had the physician complete the paperwork specifying exactly what the "illness" was and the duration. If you suspect fraud, you can request the employee be evaluated by another…
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You are so right about this Pork. We have a military reserve employee who really knows how to work the system. Not only does he take his mandatory two weeks of training; he also "volunteers" for special assignments and has his commanding officer s…
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I guess my first question is: Why did the employee feel it was her right to cash and spend this money since it was an obvious error? (The speed at which she cashed the check and spent the money is a good indication that she knew it was wrong). In …
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Because you haven't a clue as to where it came from,or that it even came from an employee, I don't see where there is anything else you can do except dispose of it (properly, of course).
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I believe there are some states - I don't know which ones that totally outlaw mandating direct deposits. In my state, SC, you can require direct deposit if the employee is able to get at least one free withdrawal from their account per pay period. …
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We had some employees that were delayed coming back from vacation in the snow bound area. We are just asking them to use PTO days for this, but not charging as an unscheduled absence. I guess what would bother me more would be that the employee di…
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We are a medical facility, so we are probably a little different in mindset than manufacturing. Our hazardous weather policy states that if the practice is officially closed, then everyone gets paid, hourly or salaried. If it is a partial day clos…
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What I do is, if it is an essential function of the job to have such a license, I ask that the employee submit a copy of their driving record from the Department of Motor Vehicles. As far as essential functions of the job, I show the candidate a …
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Yes, there is a major problem with doing this. You cannot legally deduct from an exempt level employee's paycheck if they work any portion of a week. You are effectively "tracking" their hours and this takes away their exempt level status. If one…
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We had this same issue recently where an employee drove her husband's truck over to the hospital to run a test for a patient and she turned a corner too sharp in the parking garage and scraped hubby's truck. It did about $500 in damage. Hubby raise…
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Chalk it up to "Act of God" and go on. I wouldn't hold this against anyone. We have a similar policy and had a "ice day" where lots of people didn't feel safe driving to work or had child care issues as all the schools and day cares closed. The n…
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Is there some medical reason for this request for less and less work, or is it just a case of the L.A.Z.Y. syndrome? I can't fathom that a worker can voluntarily reduce their work hours and then file for unemployment to make up the difference. Boy…
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You can almost bet that this individual has put the wheels in motion to file a complaint against you. Anything you do is going to seem like you are using your policy to get rid of him because he is a "troublemaker" and filed a complaint. Don's adv…
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In my organization, the PAR (Personnel Action Request) is generated through Human Resources. It is a two part form. The top copy stays in the personnel file and the yellow copy goes to payroll I know of no reason this information can't be kept in…
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I guess the first question is why did you change from 30 days to 90 days? It appears this would make positions you have less attractive to someone who needs benefits right away. On the other hand, if this was a cost containing measure, your office…