SDDCHR
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Comments
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It's up to you! Maybe base it on previous performance and if you have already announced/filled the position. Was this person valuable to your company and the loss would otherwise hurt you? If you're ready to let them go simply state that your res…
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I thoroughly discuss the actions with the supervisor. If disciplinary action is taken, I will draft the letter to ensure all the t's are crossed and i's dotted. But will then have the supervisor sign it and give it to the employee. No matter what…
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I wouldn't get too excited about it. For the most part, I would think that your current employee's know the type of person they are dealing with. Give it a little time and it will go away. I would give a quick reminder that your email system is f…
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Send them home. You have to be concerned about the health and safety of others as well as the sick employee. If you don't send them home, you may have to worry about more then just one ee out sick!
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I agree with SMACE. It's like having a meeting to schedule meetings....someone stop the madness!!
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I will forward you an example...let me know if they will work or not.
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How can you terminate for attendance when she has a note excusing her. Do as Denise suggested and send her a "certified" letter giving her a week to respond to your request for further information. Let her know that if you do not hear from her by …
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I picked up on the same thing that Don just mentioned and would also like to know why you did this?
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HS said it best. This is a tuff time for this employee and on the side of compassion, give the 6 days. I would even take a look at the wording and change it to reflect this.
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I would definetly get him out of the work place. Couldn't you suspend him without pay until you make the decision to terminate on the 6th? I would think you have substantial reasoning.
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This is not an issue of a disability. If you have been given restrictions and have tried to accommodate based upon those restrictions, then you have done your part. If she feels that she cannot do the tasks within her restrictions then I would hav…
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Start the documentation process. You are asking if you can terminate without a reason....you have a reason...attendance! And remember, attendance is a part of the essential functions of a positoin. Unfortunately, other then verbally addressing it …
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If the picture is strictly for internal identification/use only then it shouldn't be a problem. If you are going to publish the pictures in any type of forum/publication then I would get consent.
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Do you know who the person was that gave the information? Did this person have a signed release?
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There have been many posts on this before. Do a seach and look at how others have replied. There were many good ideas and even policies that others would be willing to share.
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It is not illegal to open mail that comes through your agency. We are a big agency and everyones mail is opened. We didn't do it before but since the Anthrax scare, it is now strictly enforced with procedures in place!
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Give the knife! Man, what has this world come to?!
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I agree with Rockie. You avoid the "he said, she said" when you get them together. If they have something to say then this is their opportunity to say it or forever hold their peace. This may last for awhile and you may then find yourself back to…
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Another thing to consider is payouts of balance's upon termination versus resignation. Such as accumulated sick leave. Also, maybe he's looking to be terminated because he feels that he may have a wrongful termination suit that he can pursue?
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What the heck...you have control of his salary, take a couple of bucks out for gas if it makes you feel better! (Just kidding)!!!!!! Give the guy a ride!
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Good advise on the discrimination point Theresa. Make sure everything is documented. Did she resign in writing or verbally? As you mentioned, it sounds like you're doing whatever you can for her! But again, as I stated earlier, if she resigned a…
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You say that you're "prepared" to offer her a severence package to cover her COBRA...have you actually discussed this with her yet? It may be the answer to your dilemma if that is indeed the case that she doesn't want to retire now only because of …
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Why does everyone assume that this is a female? As Hatchetman said, there really isn't anything that you can or should do at this time. But, you are (obviously) concerned about the ee's condition and I would ask them to advise you as to the outcom…
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I have to go with Pork and Balloonman on this one. But unfortunately, it sounds like the precedence has been set. Always, from day one, follow your policy. And as stated, initiate the paper trail. This may cost you time and money but oh well....…
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I would recommend a work improvement for the slipping performance and have the director no more then verbally counsel the ee on her expectations. Or, address it during the work improvement. I don't know where or why disciplinary action would be a …
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Definetly check your state law. I know in South Dakota, we can hold a check until all property is returned.
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Definetly force the issue!!!
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For sake of argument, allow the employee to use vacation leave to attend the conference. As Don and the others stated, if this can't be worked out because of staffing or other issues, then handle it as your attendance policy dictates.
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That is correct. This employee would apply just like anyone else and would be selected based upon the fact that they are the best qualified applicant. As Theresa was stating, there's no reason that this employee is to recieve reemployment rights u…