Rockie
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It's my understanding that this Weingarten rule applies only to investigatory meetings, not the actual disciplinary meeting. Is that correct? Or....are you saying, it's different with a union representative. They are allowed to be in disciplina…
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You may want to send him a certified letter outlining what you have stated, i.e, you got his message that he was back, you called and left messages for him asking for his intentions to return, etc. This will cover you in case he tries to state that…
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I agree with Don on this one. Given your environment and the fact that you say your regulations state you cannot have anyone on staff "accused" of anything like this, I would say you need to terminate. If it was any other type environment, I would…
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Thanks. I am looking forward to examining the PeopleSoft product. We now use ADP/HR Profiles and I don't find it easy to use ReportSmith which runs reports. Too cumbersome. The neat thing about the Great Plains product is there are so many repor…
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Oh, so you are familiar with Ole Strom! He had 4 "doorstep" children right after he married his second wife (40 years younger than him). He is also rumoured to have a couple of kids "on the side". If he has one that is 9 or 10 years old, that woul…
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Well...Crout...that was the 70's. All these "dudes" pulled up and moved to Boulder, Colorado along with their 60's counterparts. They hang out in the downtown area (Pearl Street) where they actually blocked off a street and made it into a mall. R…
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I would think that the CFO would have to have this approved by the CEO since it is so far out of norm and outside of policy. Do you have any type of policy or approval process where increases are outside the norm and what the approval process would …
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I agree with Don that job offers should only be made by Human Resources. We put everything in a written letter of hire, along with the proviso that employment offer is contingent upon a background check (which they sign off on). The letter of hire…
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Not quite sure of the question, but if you are asking - if an employee quits or is terminated, what is the procedure for issuing the final check? It DOES depend on your state law. In South Carolina, they are paid on the next regularly scheduled pa…
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Jeeze! you must be constantly cutting special checks!
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I can certainly sympathize with you being in the healthcare industry myself. If these don't qualify for FMLA, this is certainly a serious attendance problem. The reason she is not at work is not really the issue....the issue IS,she was hired for a…
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Chayer: The advice indicating what should be included in offer letters is sound. I would add that in the case of a salaried employee, you may want to state salary as "$50,000 annually, payable bi-weekly at $1,923.08". Otherwise, if you hire an em…
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I would look at the thread, but you are buying yourself some major headaches moving from a once a year review system to an anniversary review. If everyone does reviews once a year, you will have no problems with individuals getting their reviews in…
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You can track this information after hire. You will need this information, at the very least, to complete your annual EEO-1 Survey.
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I agree. This is way too long for this type of infraction. It should have been addressed as soon as it was discovered. Being "too busy" is a cop out and the reason why so many of these type issues fall through the cracks. Perhaps this person is…
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Even though we are an employment at will state, we tell people the reason for their termination, even if it's "it is just not working out - you are not a good match for our organization." I never put a reason for termination in writing. This is …
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When I worked at a bank, this was a BIG thing for us to dress up at Halloween. We had some pretty good costumes but the one that took the cake was a teller that came to work dressed in a diaper and a bikini top with a pacifier in her mouth. Yes, I…
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As soon as the switchboard operator told me to come down and look at it, I threw it away. I only found out from the security guard that it had been making the rounds in the basement. Our security guard is on the same level as Barney Fife. I asked…
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I think I would have a group meeting and state what the behavior is that is occurring and it will not be tolerate. Also, you might add.... if we find out who the culprit is, they will immediately be terminated. This will probably stop the behavior…
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I agree with Pork on this one. Number 1 - the employee has the duty to divulge that he or she is a volunteer with any organization, especially if it may affect employment. Number 2 - An employee can't expect just to be able to walk off the job whe…
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I agree to consult an attorney, but he or she is more than likely to tell you that you will have to pay the employee for the time they "worked" for your company. The DOL is very "cranky" about holding paychecks, regardless of how much of a bum the …
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"Human particles floating in the air" What are you doing to people there? Anyway,it's too bad that you can't send some equally obnoxious odor back to this guy through his air vent!
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She really needs to be on FMLA or ADA if she doesn't qualify for FMLA. I am sure any physician would recommend that she be treated. She has some very serious emotional disturbances, especially the cutting of oneself (Munchaussen's Syndrome). Aside…
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LFernandez: You are very smart to have HR have final review before the PEs are dscussed with employees. It is easy to catch inconsistencies, etc. before they get passed on to the employee. We require managers/supervisors to catch up on their revi…
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ADP (the company that processes our payroll) also does our badges. We use a digital camera and take pictures of employees and email it to ADP. They put the picture on the ID which also is used to clock in and out on the timeclock. If employees lo…
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I'll take a stab at this! Supposedly, a person is innocent until proven guilty and anyone can be accused of anything and even arrested for it. Doesn't mean they did anything at all. It happens all the time, especially in domestic I would ha…
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Yep, I agree with you Don. You can really push your luck here. Companies know what applicants are doing in these situations and anything over 3 days is cause for caution. What normally is happening is an applicant is not considering among seve…
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We also keep things generic - allow employees to wear "tasteful" sweaters, etc., but not to dress like demons or witches (not a good thing in a cardiac facility!). Also, allow pumpkins in the workstations - we put candy baskets out for the employee…
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First of all, there has been serious erosion of employment at will in recent years backed up by court cases because of express or implied employment contracts, federal and state employment laws, etc. I don't know many employers who just fire at will…
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Hi Anne: Yes, we do perform background checks. Being a healthcare facility, this is a crucial part of our hiring process. In case we ever have a negligent hiring situation, we can show that we did everything to check the background of the person …