SMace
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- SMace
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Comments
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Her manager needs to go back and talk to her about it. The manager also needs to see for him/herself if there is an isue with the smell. I like that they put it back on the ee for a solution. As for the ADA caution, not sure where that comes from…
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It depends on the state WC law and how it has been interpreted in court.
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Sorry for the delay. You could try to call them. I doubt it will stop them. They may think your trying to cover up info. I would advise that you get prepared. Figure out the route your going to take them. Double check your paperwork and traini…
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What did the letter say? OSHA could do an inspection as a result of the complaint. If there is a problem you better fix it. Do not retaliate against this employee for filing a complaint. He is protected by law. Also, if they come in for a compl…
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OK, you know what you need. I realize now that I did not answer your question, I apologize. We have 10 plant locations and our corp headquarters is located at one of the plants. Each plant has their own files. We do not keep any copies. We are …
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I don't understand Frank. This has nothing to do with making me feel better. I believe it's inefficient to have two copies of a file in two places. If someone needs something you fax it. My suggestion on driving was so Wild could start to buil…
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Efficiency? I don't think it's efficient at all to have two copies of a file in two different places.
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You obviously have corp vs. the world going on here. IMHO you don't gain credibility by flexing the corp muscle and say this is the way were are going to do it. It seems just as logical to give you copies of what you need. I can't see a business …
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Are you pulling my leg, now? If they do use, do you think they are going to tell you the truth? Do you drug test? That'll give you the answer.
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Yes, you can ask about CONVICTION of a crime. i would not ask about arrest. We ask for convictions other than minor traffic offenses. Not hiring someone because of a conviction would have to still be related to a bona fide job requirement. Such …
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What crime have you been convicted of?
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I agree. I just didn't want someone who is "green" to read the comment and think the poor was a protected class.
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I didn't realize the "poor" were a protected class.
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You are correct Wart. Allsteaks also commented that due to their structured schedule they should consider making them non-exempt. Schedule has nothing to do with whether you are exempt or not. Your duties determine that.
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Go to dol.gov
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Very good info. Thanks Irie
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You said, ">The ADA permits, after making a bona fide offer >of employment, for you to explain to the >potential employee the essential functions of >the job and then ask the if they can do these >functions with our without rea…
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You can do all of that BEFORE an offer is made. How can you make an offer if you don't know they can do the job?
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Not when he has been disciplined, sent to anger management and not done anything further. If he does it again, fire him. Zero liability.
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He was given a final warning that he complied with. He even went through anger management. If he takes it to the next level, you fire him. I see no liability. You'll set a precedent on hiring back people that quit that might come back to haunt y…
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Can you explain what you mean by that?
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They can't find a pencil.
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Since temp injuries are included on your log, I would say yes. But, logic is not the gvt's forte. Can't site anything specific that says yes.
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My company has supervisors that are not good at dealing with performance issues. That's one reason I'm here. I believe I said it sounds like your company is not good at dealing with performance issues. That was my opinion based on your comments…
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>That's exactly what I was thinking, however, >it's nice to get someone else's point of view. >I sometimes feel like I get stuck in a rut and >wonder if I'm too quick to judge. I haven't >shown much sympathy for anyone latel…
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I think you are beyond the mandatory referral. He was told shape up or get fired. That's when the mandatory referral should have been offered. Otherwise they should have said shape up or we are going to send you for a mandatory referral.
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Just to reiterate what Ray said. Make sure the supervisor has documented the conversations. Unless you see it, document that they said they documented the conversations.
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I agree with Ray. Don't treat this person any differently. Contest truthfully and move on.
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She could get her PHR through SHRM
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Liable under what?