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I have supvs go over PDs with hires, promotions, or when major changes in position occur then both sign, plus myself & CEO. If no major changes to duties in 3 yrs a new PD is signed by all. Copies to EE, supv, EE file and original in PD file. Ho…
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Marie, I agree with the other posts. This EE is not only undermining trust in herself as an HR professional but also you and your department. You were correct to write her up and if she is now sulking, their suggestion to call her in seems to be the…
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Hadn’t read this thread when I first replied. She’s a VP??? Perhaps when you meet with her you could say “I wouldn’t be an effective boss (she may stop listening if you use the word “good”) if I didn’t point out the seriousness of this...” then let …
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I support your reasoning not to remove documentation once placed but then was confused when you mentioned “serious issues”. When a supv thinks they must warn an EE, it is serious on at least some level. I allow supvs to give "verbal" warnings for m…
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Since that was your first post to the forum and wasn't a question or reply, I thought you might not be an HR person and took the article at face value. Anyway, welcome to the forum. Is the HR Insight you are referring to the one published by M. Lee …
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I have not read the article you are referring to nor have I seen one like it about HR but I assume it was just a tongue in cheek item, possibly written by a satirist that doesn’t even work in HR. It sounds similar to one’s you see about real-estate/…
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This is similar to another post where HR’s boss wanted info. Can be tricky to tell them no. I believe one of HR’s best assets is trust which can be maintained by confidentiality with both EE and ER information. I adhere to Stilldazed policy which gi…
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This is not a legal opinion... but I would think that when someone overseeing the HR function demands to see employee information they assume the same due diligence in protecting the disclosure of certain info and also liability to the company. It c…
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Mwild & DavidS have some thoughtful comments & questions. I’ll add that if you are an HRHero subscriber there is a 50 page special report on Religious Harassment you could read. It is over 4 years old but may help as you wade into this delic…
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Like Riva posted, it would be good to interview the interns. You mentioned he is a programmer and you are a small company. Considering the major attitude change, could you be at risk from either a hidden back door, data theft, or virus that he could…
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I was picking up on the ee getting mad at the owner over salary after one month. Those red flags make me think this individual may have a “history” unrelated to any possible back problems and a reference / background check may have steered JM in ATL…
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It could be coincidental, but the timing and fact he wanted the salary increase, which I assume may have increased his STD, raises the posssibity he was planning on being out from the beginning. If you didn't do a background check - see what this hi…
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Lenetta is right when she said “You may wish to spend a little time talking with them (EAP) yourself“ Most of us that have any years in management or HR have had days like this (which we survived) but sometimes we won’t know how it’s affecting us b…
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I personally push for quarterly reviews and truly believe in them but here are some questions you should ask yourself before proceeding, not necessarily in weight of importance. Have the reviews already started or could they be delayed? Is this ee t…
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I agree there should be a policy in place, an acknowledgment form spelling out “no expectation of privacy” (covering the areas you deem appropriate, phone, email, even locked desks, etc.) signed by the ee and placed in their file, and even a pop up …
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Since nobody has weighed in on this yet I'll throw out a couple of things. Do you have an employee assistance program that the ee could call to talk about her fears. I'm not discounting they may be very real but if the pt hasn't appeared to act exc…
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This is a can of worms. I wouldn't start down this path unless your company thought the employees may be in danger then they could hire a security guard for the parking area or lobby. If your boss wants you to act, give them an idea of the possible …
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Asked by other employees or by management? Did they give you an idea of WHAT they were wanting you to do?
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Everyone is right about documentation and David was on target about how you may have handled other employees. Hopefully, you have documentation of previous incidents, if not you may have to bite the bullet a little longer so you can document conseli…
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You may also want to include occational driving on your ee's PDs. I have very few ees that are required to drive but those that are I list on PD under duties & licenses required.
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Thank you for the Georgia article, Wendi. Just read it and it appears to support using online info during hiring as long as it isn’t used for discrimination of apps. I have a release form I have all apps sign allowing me to get reference info and ve…
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I would still like to see one of HRhero's attorneys provide some legal feedback on this topic. I am sure there are a couple current cases dealing with this. James, could you prod someone on staff to comment? I will mention you on my blog if you do. …
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Alicia, Looks like you are still getting contradictory opinions and all sides have valid arguments. This may be a non-win situation. Aren’t a lot of our HR problems like that??? You mentioned a couple of things to compound any precedent you may set …
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Jane had a good point that this ee may be pushing the envelope after less then 2 months on the job. Hopefully, the supervisor should have a gut feeling by now of this ee's ethics and the trust/loyalty issue is important & may signal future probl…