Rockie
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In my opinion, you should not even get involved in these situations. The spouses, ex-spouses or whatever should be calling the Department of Social Services or whoever handles child support payments in your state. If your employee doesn't work, …
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To all the folks that we interview for particular positions, I simply send a note thanking them for their time and advising that we have selected an applicant who most closely meets the needs of the organization. Otherwise, when you get involved in…
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Tell her that she can't have it both ways! She can't "ask" for hugs, comfort, advice, etc and then act "offended" when someone calls her "honey", "sweetie", etc. I would wonder what her motives are? Is she looking for a case, trying to build a ca…
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First, I agree that it appears from what you have stated, that you have been treated rather shabbily. If you were promised the shift change, did you get it in writing? (This is key, especially when you are working under conditions such as what you…
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The way I look at it, if she is not infringing on anyone else's rights, let her play her radio, etc. If it was loud where others could hear it or she was displaying materials out in the open that might be offensive to others, or attempting to "conv…
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I work in healthcare and our policy mandates that our employees disclose to supervisor if they are on prescription drugs or even over the counter medications which may cause impairment. The drugs you mentioned would certainly cause impairment and …
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It appears to me that you really have finished your investigation and have concluded that it had no merit. The only thing you have not done is to advise the employee of your findings. It also appears that this employee knew she was going to be ter…
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I assume the documents must have been downloaded from a computer away from the office site or you would be able to find out who had "visited" the site. Just flying blind here, I would call the mechanics together and just advise them what had happ…
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This is a common practice in the hospital environment. Usually the deduction is 30 minutes because it would be rare for an employee to be able to eat lunch in less than 30 minutes. If an employee works through lunch or (on rare occasions) takes le…
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I guess I am a little confused here, Paul. When is a forgery not serious? Also, in South Carolina, a resignation in lieu of discharge means the same as discharge in the eyes of the EI. An employee really has to do something reprehensible in thi…
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We do not pay a physician to complete paperwork. As Margaret said, you do not want to provide a revenue stream for physicians in your area. If one group finds out they can charge and get away with it, then all will begin doing this. We have only …
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To answer your question, this individual would most definitely have a very viable discrimination lawsuit. For the life of me, I cannot understand the stupidity of the HR person thinking this was appropriate, much less the other employees!
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Christine & Dottie: Just to add a note to my previous post. Don't get too worked up over the exam. If you take the prep course and do well on the self tests, you should not have a problem with the certification test. I could not believe ho…
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I have been in Human Resources for about 18 years and have taken advantage of just about any self study/self help program available. I take several updates a year as this is the only way to keep abreast of the changes in the world of Human Resource…
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I would take pregnancy out of the equation. There is no "special" treatment for pregnancy and its attendant leave. It is treated the same as any other illness or disability. It is subject to the same disciplinary processes and procedures if the p…
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Being located in South Carolina, this is an at-will state, so the term "probationary" period doesn't really apply. In fact, it can work against the employer if it is found to be an "implied" contract. That is, if the employee gets the idea after h…
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This is called being PRO-active. Head off the problem before it becomes a problem and someone does complain.
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I think this person is using very poor professional judgment. If she plays favorites in outside activities, who is to say, she doesn't (and probably does) gives preferential treatment at work. It's a line that is easy to cross when you have person…
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In South Carolina, employment records are the property of the employer, but I'll let any employee that wants to look in their personnel file as long as they make an appointment with me and I'm in the room with them. They can have a copy of anything…
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Take it from someone who works in a heart facility, there are all degrees of heart conditions, some are controlled by medication/diet and some are correctable by surgery. Then..some are not correctable. It would depend upon the circumstances of th…
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You are so right! The DOF cannot switch back and forth between exempt and non-exempt. You should have had a new job description before the switch was made. Also, I have never seen an Accounting Assistant that was an exempt level person. You had b…
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Aw Don.....you have hurt my feelings. No, actually, what we are addressing in our workplace are showing too much skin, wearing stained clothing, torn or nasty looking sneakers. We don't even pretend to get into the religion type issues, which, or…
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Rule #1 You will never publish a dress code that will cover everything. We simply state that employees are expected to use common sense and good taste in their professional attire. We also state if the supervisor deems the dress is appropriate, t…
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Hey Don! I once worked for a facility where their dress code policy stated that "male employee are not allowed to wear earrings". The HR Professional (I use that term loosely) didn't see anything wrong with it.
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Yes, you can. I would, in fact, NOT want to hire this person. They obviously know there is something unsavory in their background.
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The DOL states that employees must be paid for time they are "permitted or suffered to work". The DOL feels that if an employee is performing work, it has benefitted the company and they must be paid. What I tell new employees is if you work unapp…
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I agree with the posts in favor - "Male employees are not allowed to wear earrings." Amazingly enough, this was never challenged by a male.
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I smell a rat! I recently had this same situation, but, of course, it was a physician that didn't like the "looks" of a potential employee. His comment, (not to me, of course, as he looks at me as "Catbert, the Evil HR Director"), was: "Well....r…
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Sounds like someone with rampant paranoia!
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This is what I would have done in this situation. The inspector and the employee who were playing "touchy-feeley" at work should have been terminated immediately. The supervisor who did not report this behavior should have been severely reprimande…