Rockie
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Just don't send this person to South Carolina. We have enough to this type to go around!
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It appears to me that you are perfectly within your rights to terminate this individual. Having too much work to do is not cause for filing a charge (we could all sue if this was the case!) The direct refusal to do part of her job (take care of a n…
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This is basically the law in South Carolina also. In SC, an employee either has to be grossly negligent or just plains walks off the job in order for unemployment to be denied. It is a very pro employee state. I have had employees who have had re…
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As per previous advice...don't make assumptions on the alcohol issue. Also, it depends on the business you are in. In our medical practice, employees are prohibited from working with patients if they are taking any type of medication (even over t…
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Don...I like it. Maybe put a little mini-oil slick in front of the clock.
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What is this guy doing? Standing by the time clock every morning? It would be interesting to see what his response would be if you just happened to be there a few mornings?
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Squawk, Squawk, Squawk......you are right. I will confront and report back. Thanks.
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Thanks guys! I've already decided that if I hear anything else, I will bring both of them in at the same time to find out what is going on. It's harder to lie to or about someone face to face (for most people) than behind their backs.
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We only accept applications for posted positions. We have this fact advertised in our ads and also we have a notice at our front desk that unsolicited resumes are not accepted. Still, we do get some faxed or emailed anyway. I simply shred the ones…
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Personally, I am proud of my degrees, especially my PHR. These were achieved through a lot of hard work, not to mention the blood, sweat and tears. (Especially, the PHR which I felt like was 4 years of college crammed into a 12 week course). Ev…
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I agree that if MLK day is not a recognized holiday at your company, then the same rules as any other holiday that is not recognized should apply. If people just don't show up, they should be disciplined as if they didn't show up on any other work …
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In order to minimize (not eliminate by any means!) abuse of time off, we simply offer PTO (Paid Time Off). Employees who abuse time off are simply hurting themselves this way and not taking advantage of sick leave. My experience is whenever there …
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You can't withhold a paycheck. If you require direct deposit, they should sign up on the front end before they start working. In most states (like South Carolina) you can require DD as long as employee has access to some number of free withdrawals…
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You are absolutely right that you may be held personally liable for retaliation and/or denying an employee their FMLA rights. I would certainly (1) gather any pertinent documents to this situation and keep them off site. (2) Write up everything in…
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You are right away offices that can be too "lax" and laid back. We have five offices in our practice. One, in particular, is in a small town and everyone kmows everyone, goes to church together, etc. All of these folks have worked together foreve…
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I agree with the previous posts. Another thing to consider is the "snakepit" you are going to to open up if you start "honoring" special requests for certain employees (this excludes legal requirements, etc.) Special hours to accommodate "desires"…
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Margaret: I am curious. What are the requirements to be an executive coach and how does one go about getting certified in this? Our company uses a private EAP who has individuals on his staff that specialize in different areas. He is a counsel…
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I think you have to look at these things on a case by case basis,depending on the position the individual holds, why they are being terminated, etc. I believe the "old" standard was a week's severance for each year worked as a general rule, but in …
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Linda: She should contact an attorney for her own protection. The company is obviously "laying groundwork" to terminate her. She has nothing to lose and everything to gain by contacting an attorney.
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This appears to me to be a clear case of retaliation for (1) pregnancy and also for (2) exercising her FMLA rights. Not only can the company be held liable for this, the supervisor can be held personally liable for retaliation in these type of case…
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I have had this issue with exempt individuals in a medical facility not getting their licensure in on time. They are not allowed to work without a license and are told they will be suspended a week without pay. We do not allow them to use PTO bec…
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We have this same situation. We are a medical faciity and we are just having a skeletal crew work during the week of Xmas; all others are required to use PTO if they are not needed at work. Hourly people are docked pay if they don't have enough ti…
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Sorry, didn't mean to offend. As I stated "in my experience", I've never met.....I am sure there are exceptions to every rule.
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In my humble opinion, classification of employees is a human resource function. In my experience, I haven't found many controllers who knew a hill of beans about classification of employees or even wanted to!
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Number One: Start looking for another job. No one needs to put up with someone like this. If you are being "frozen out", you are being shown no respect for your position. Number Two: Keep the "panties" email. It may come in handy. I would cer…
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He needs to get an attorney post haste. I would not negotiate any type of settlement with the company directly. Obviously, they would not have his best interests at heart. As far as unemployment, you would need to check your state laws, but I …
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My advice would be to bite the bullet and get the personal coaching. There is no one day seminar or quick fix that will help you in this situation. "Conflict Resolution" is a big thing now - even some colleges are awarding degrees in this! Sorr…
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Don: Since when do you care? Come on back fella. We miss you. PS There is an old Latin saying that I could use here, but it might get me thrown off the Forum!
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Don....I was wondering where you were today! Thanks for the visual.made my day! Another thing I don't understand. Now....companies are marking off spaces with a giant stork for pregnant women so they don't have to walk as far. I thought exercise …
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My advice would be for you to go to administration and lay the cards on the table. Again, tell them about the complaints, the history of this supervisor,the history of the complaints lodged against the supervisor. I would also reiterate that this e…