TN HR
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Alright pOrK, simmer down, it was good but not that great.
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You've got another problem to contend with. One that will rear it's ugly head down the road if she makes it through this one. I will bet money that she "rented" out her car for dope. This is fairly common. The dealer needs wheels for a few hours…
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Gather your facts, and launch an immediate investigation. Take swift action. If you get stonewalled by anyone senior to you, document that as well. You must advice upper management of the ramifications of letting this one simmer on the back burne…
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I noticed you mentioned "our SPD says.." and "in keeping with past practice we..". What does your CBA say? Like Don said, the grievance should specify what portion of the contract was violated. Simply having a beef doesn't make a grievance so.
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Gneil used to send these as a "freebie" if you bought enough rip-off $99 Federal All In One's from them. I will look for one and fax it. I used ot have several.
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Welcome to the forum! Hmm, I would ask for more info on what it is that you are trying to accomplish. Tell us more about your organization and it's leadership structure. You can't go wrong with having an open door policy at all levels. Also, whi…
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Search the forum. I've posted something before. Also, give your attorney and the bar a call. They have this sort of stuff handy. It's their badge of honor
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Figure on about 20 cents per square foot. This was in 1999. I think technology has gotten better with the sampling equipment they use and I've heard prices have come down.
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Has there been a higher incidence rate of cancers, still births or birth defects? If so, log off the forum and call Erin Brokovitch. Seriously, though, take the safe route and hire an environmental health company to come in and do this for you. I…
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My suggestion is to document it for what it is, WC. Follow your policy and State's law regarding lost wages. If your policy allows an ee to substitute PTO during the elimination period then allow them to do so. Gene
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We're actually avoiding exposure and minimizing our liability. Hell, it's Friday! We're covering our asses!
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"Man, this is gonna give a lot of fat cats a job for life, tracking all this crap." And an awful lot of time for HR folks around the country to get wrapped around the axle over something so simple yet it's the form everyone loves to hate and deba…
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I think it prudent to say that in any job where he will be in contact with other human beings, be it co-workers, customers or the general public then he is a liablity. Clearly, there is a documented pattern of physical violence on his part. You …
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You make a reasonable and logical argument, Don , which is why I enjoy what you have to say. I see your point. Gene
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I disagree with you Don. It is absolutely the role and responsibility of an HR professional to interpret laws and regulations and guide, manage and advise accordingly. You can call it mental conclusions and imaginary court scenarios if you wish, t…
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"There is no legal requirement that the conduct be pervasive" Really? The US Supreme Court clearly stated in Harris v. Forklift Systems that to "maintain a hostile work environment claim, the victimized employee must show that under the totality …
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I can play devil's advocate on this one and argue it either way. In Marc's defense, I would say that the behavior probably falls short of being sufficiently pervasive, hostile or abusive. Now, I could also argue that taking Marc's approach would p…
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Depends on your state. In mine you can't do so until you've tendered a conditional job offer. The real problem with doing what your GM suggests is that you could potentially be engaging in a discriminatory act should one of the candidates be in a …
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Holy Toledo! I just realized that! Yes, it is, according to the SHRM website.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-31-05 AT 04:15PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 03-31-05 AT 04:12 PM (CST)[/font] I knew some day my SHRM membership would get me more than a cup of Joe. But I'm s…
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I would say that on it's face, the answer would be no, they cannot force him to. I have a few questions that may help shed some light on this: 1-Was the expectation set at some point that use of personal equipment was required? 2-Is it customary …
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It matters not if he has set himself up as an individual, corporation or LLC. The IRS would love to get their hands on this one. So would the DOL. If I were the Executive Director I would be more concerned with the potential exposure if the "corp…
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Welcome to the forum. The main reg you are looking for is the FLSA (Fair Labor Standards Act), the proponent being the DOL (Department of Labor), Wage and Hour Division. Here's their link: [url]http://www.dol.gov/esa/whd/[/url] Also, the IRS has…
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Today marks a monumental day in the history of the forum. Pork is on the same sheet of music as I. Why this was ever allowed to escalate to three-ring-circus level I will never know. I wish I had this sort of time on my hands to have cutesy CSI m…
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It may be premaure of me to say this, but perhaps the way to deal with this ee is to sit down with him and explain that while certainly inappropriate, this stuff does not rise to the level of harrasment. Explain to him that you will communicate acc…
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I agree with Whatever about not having all the facts here. I think this can of soda has a dead rodent in it..........Or as Pork would say "SOMething aint write in the HOG house".
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It's a far stretch to think that you have any exposure on the bogus sticker deal, however, if it helps you sleep better then terminate both of them. Please don't take this the wrong way, but it seems to me from this and your previous posts (the one…
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I'm a bit confused. Are you terminating based on the inspection sticker fiasco? If so, why? Given the information you've provided, I cannot see why you would execute "J" without also executing "P". Gene
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Put a stop to it immediately, no if's and's or but's. The minute you allow people to propagate this sort of stuff in the workplace, you open the door to bigger and better things. What's next? Email signatures with "You can't be both catholic and …
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I agree with Zen. Very good point indeed. I also would like to point out that reeking of booze should not be easily explained away by the "too much the night before" defense. In my experience, reasonable suspicion always starts with "strong odor …