SDDCHR
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Comments
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This is not an illegal question. As stated, the responding employer needs to answer it objectively or not at all.
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I guess I really don't understand the "No Re-hire" policy? There are many reasons why a person may leave employment. I guess recruiting must not be hard in your area? As far as rehiring the previous employee who is disabled, as mentioned you do n…
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I agree....there are obviously some unanswered questions here and from an outsiders view it looks as if these employees are being targeted for something? What disciplinary action (if any) is addressed in your policy? Does it state that they will be…
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It may be that she is preparing a lawsuit but from what you've stated, you've done everything you could to remedy the problem. The courts would first look at what is reasonable employer conduct. This is identified as (2)the employers care to preve…
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For sake of argument, I would offer each 1/2 day off. This way you can avoid other problems that may arise. If they can't work out who gets what part of the day off, then make them both work!
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Don't let the tenure and employee's abilities influence you! As you stated, this is already causing morale problems. Follow your policy and discipline if warranted. As previously stated, you can't treat this employee any different!
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I agree with Crout! In addition, do your research in the FLSA. If they can prove that they weren't given lunch (completely relieved of duties) and they weren't compensated for it, you may want to get ready to pay some claims!
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We're anxiously awaiting your response! What was your decision?
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Obviously, noone has seen such data? Nor have I. I have heard that the average of HR/HR assistants to employees is around 1 for every 100. However, some of us unfortunate HRM's handle a lot more employees then that!
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You definetly need to pay him for the first incident!
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How long is your probationary period? I can understand your intent but if it causes problems then what's wrong with going to a ribbon or pin? Unless there are safety issues of such items?
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Sounds like you may want to keep her on to help drum up some more business? I would definetly be up front and also offer at a minimum to pay her expenses. I would assist in trying to find her comparable work (networking). And finally, you may wan…
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Based on what you're telling us, ADA isn't an issue here but discrimination is. Hire for this position based on the best qualified! If she is that person, is there any way that you could widened the tables? Also, Don is right, your manager better…
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I think you did the exactly what you should've. You had an employee that you felt was going to be an asset to your company. You gave her "every" opportunity to progress. Unfortunately, you had no way of knowing that your efforts were not going to…
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What is your policy so that documentation can be initiated on this? In other words, is there written counseling, work improvement plans, etc. Has anything ever been documented about her "attitude" in the past other then another receptionist statin…
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I agree that you are within your right to terminate. But in the future you may want to ensure better documentation other then a performance report. How long has this employee been working for you? Have you taken any previous steps to correct her …
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The fish philosophy is very good and effective....only to those who want to adapt it. If you can have a seminar on it it is very effective! The only thing you can do is keep those happy that are willing to be happy and hope that the good morale sp…
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Weigh your decision carefully. Whatever you decide here will establish a precedance for the years to come. You have established policies and procedures for a reason. Could following these policies cause conflict, absolutely. Could not following …
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Other then saving space by not initiating another file, there really is no reason to keep this information with the Personnel file. Keep in mind that this information (although it shouldn't) may also have negative cogitation towards an employee if …
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You may want to count your blessings for having "good qualified" applicants that keep coming back. Who knows, during this go around of interviews, this may just be your best applicant. (Although they weren't the last time!) If you truely aren't i…
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Good question.....did you ever find out the answer?
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We too may require a doctor's statement from an employee who has established a pattern of misuse/abuse of sick leave. It is not hard to determine who these employees are. It's easy for someone to call in almost every pay period and use up thier si…
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There is no such thing as an "informal" complaint about a hostile work environment. Nor, should you advise one to put this in writing before you act upon it. It is your responsibility to investigate the circumstances involving the complaint and do…
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Where is the documentation on poor performance that led up to this termination? This employee should've known that this was coming. Was this a one-time incident that was severe enough to result in termination? Poor performance is normally going t…
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You mentioned in your first post that your mother has belittled her since day one. Unfortunately, as previously posted, some action should've been taken then. When one claims a Hostile Work Environment, the courts will normally look to see if ther…
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I too would be worried about his integrity! There's nothing worse then someone not being totally up front on the application or interview process. In addition to him falsifying documents, do you have any additional policies that may address an emp…
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It also sounds like you have many issues that are work related and need to be dealt with. I would definetly counsel and document these employees. If for anything other then work performance then use disrupting the efficiency of the department. Th…
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Excellent reply Pork! You can ask based upon the information that they gave you. If it isn't on their initial application (i.e. military pref.) I'm sure they gave you the information from some other source. If that is the case, then you can expan…
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If the applicant indicates yes on the application, then of course I would ask them. And yes, it is legal.
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I would not terminate. Let the investigation continue but in the mean time, suspend without pay until a decision is made wether or not to terminate her employment. Then base your decision on the findings.