WT
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Depending on your state laws, you should be able to test new hires. There is a fine line here. Make sure the testing is post job offer. In other words, do not gather medical data on mere job applicants. Perhaps this is what the former HR person …
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Whirlwind Are my supervisors moonlighting for you or what? Explain to the supervisor that he and the company must now suffer the consequences of his inaction.
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It is a fact of life that all of us get old. Although I am not old, I will never see 50 again. Recent events have found me short handed at work and about doubled my work load. This has made it necessary to come to work earlier and leave later. A…
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Rules will vary from state to state. Look at yours in the area of items identified with individual employees. You may find that wages are public information but things like home addresses, discipline, various personnel decisions or medical items n…
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Do you have a physical capabilities checklist? This is a one page form for a doctor that goes over lifting, driving, manipulation, crawling, squatting, etc. We get these from the doctor and then go over the work duties with the supervisor. If it …
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Atrimble, Maybe somebody should tell the girl that in addition to wearing clean underwear (mom always said that you never know when you may have to go to the hospital), that you should be mentally prepared to have medical personnel see various body…
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Atrimble, What I was trying to do in my post is contrast the state of mind of an 18 year old girl (the subject of this thread) to the states of mind of the participants of this forum. Chances are pretty good that the 18 year old (having probably s…
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Just a random thought. Most of us in this forum are well over 18 and have been through the various indignities inflicted by medical practice and personnel. They take away our clothing, they look down us, they look up us, and in general, our modest…
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A medical practice is far different than the office atmosphere where most of us HR people live. In the office, disrobing is out of the question but in medical practice, it is standard operating procedure. You should assure the person complaining t…
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We have three basic levels of screening. When written applications come in, they are screened by HR for basic qualifications. This screens out folks who apply but have no qualifications at all. After this, HR interviews the remaining candidates. …
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Workers comp pays for accidents and injuries of and in the course of an employee's duties. In many cases, going out for dinner after duties are finished on an out of town trip is not part of the work being done for the employer. As far as the acci…
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We had a request from EEOC to tell us the racial make-up of our work force. We asked them to provide us with a form on their letterhead asking employees to detail their racial make-up with assurance from them that we had immunity from any charges o…
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With a similar issue, I put the employee on probation for six months. The terms of the probation were that they had to come to work. The could take paid time off (vacation, personal leave, etc.) but their problem was just missing time and particul…
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It looks to me, from your post, that you do not want to rehire this former employee. Perhaps you and the supervisor do not agree on the suitability of this employee for employment with your company. HR generally has the authority to arrange the ti…
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Remember that others are watching and remembering. Do not set a precedent you will find it hard to live with. Also consider your 90 day policy. That is a little short to be fair to either the company or the new employee. You may want to change t…
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To do the testing, you are entitled to that information. However, you are going about it in the wrong way. Your Medical Review Officer would be the one to get the information. If a test comes back positive due to an Rx then the MRO investigates t…
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Had an employee who would work but thought she was the only one who knew anything. She did not want to listen to anyone else and always was keeping the dynamics of the office stirred up. We also had her supervisor leave and a new supervisor on the…
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You have to use some balance. Let me give a personal example. I had two sons who took engineering degrees. One went to a good state school and one went to an Ivy League school. They made reasonable grades and got their degrees, one in chemical e…
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Believe it or not, I have been down the same road. In our case, we knew somebody was doing it but could not find out who. We had to resort to a hidden camera and the union pulled out the excuse of the person being diabetic. I didn't believe it in…
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Are you a public or private employer? This is quite important as constitutional protections against unlawful search and seizure apply to the government. If you are a public employer, you are a branch of the government and thus more constrained in …
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I give you one that is a combination of some of yours. Patterns of success. If in the past, you have been able to get difficult issues resolved, make changes, deal with problem employees, discipline or fire and not have it overturned, coach and me…
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This is an off duty event. What is the nexus between this event and the daily duties of the employee? Is he or she required to keep a clean drivers license? What is your policy on drugs and does drug possession or abuse bring discipline or discha…
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E Wart I think I have seen what you are talking about. If a non performer gets "laid off" and somebody elese is immediately hired to fill the slot and do the work, then the polite fiction of a lay off gets pretty thin. Also, some sort of legal …
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Sorry but I cannot agree that a downsizing should not be used to get rid of dead wood. We all would like pro-active supervisors who are not afraid to evaluate fairly and do confrontation when needed. In the real world such supervisors are rare. (…
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Since you did not lay off by seniority, clearly you are not working under a union contract. Some employees will never be top performers but can do some work. Trained employees have some value as there is no guarantee that a new hire (who must then…
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This is a mess you will probably have to buy your way out of. When you give an older employee a severance package, you need to be aware and beware that they can still sue you under ADEA and collect money there plus the severance. In order to avoid…
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This is another example of an idea whose time has come and passed. Many people are really strict about medical issues and want nobody to know. HR should not gossip about these issues at all as employees need the assurance they can tell us anything…
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I would suggest you set up a protocol similar to DOT testing for urine. Just a few examples: blue die in the toilet, record temperature of sample, employee initials sample, enough specimen for split sample, chain of custody from collection thr…
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Many employers use blind ads for positions. These require a reply to the paper and replies are forwarded to the employer. If you are flooded with walk-ins, that would put a stop to it, but everybody has a chance to put in a resume and nobody fills…
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A logo can be owned under a patent or trademark sort of agreement. (Think of Pepsi for instance.) However, you would need to register the logo under the laws of your particular state. Once this is done, nobody else can use it without liability of…