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Years ago, mandatory retirement (usually at age 65) was very common. Although some employees leaving at 65 were missed, as a whole, employers found the policy to be good and useful. Some workers just would not leave the job even when they could no…
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On a brutally practical level, this whole mess will probably blow over (if you let it). I would guess that the young lady or ladies in question are thoroughly ashamed of their behavior and would like the issue to go away. I very much doubt that th…
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It is difficult to make alcohol available with one hand (cash bar), and punish employees for consuming alcohol with the other hand. There are reasons that office parties have become legendary as alcohol does lower inhibitions. So if the employee h…
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Decide what you want to do and then do it. I have suspended employees for various periods of time. The longest suspension was 102 days so do not limit yourself.
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I have had the unpleasant experience of dealing with this issue before but not with the peculiar twist that you have encountered. Here you have a unique problem due to the inter mix of private property and company use. The employee doubtless has a…
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Unless this person is very old, it seems odd that they could function without a SSN. My grandfather had one and he was born in 1892. You need one to become employed, to open a bank account, and on many official documents. In "King of the Gypsies"…
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By the way, I sincerely wish that this was not so. However, you take these issues with the job.
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Although it is good to be friendly with everyone at work, you cannot necessarily be their pal. Work relationships and professional relationships are just that. Social interaction outside of work can lead to many problems. Choose your close friend…
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The real question here is what do you want to do? The credit given for service may well be a detriment to lateral movement for employees. On the other hand, it could be a key factor in employee loyalty. This speaks to why the policy was put in pl…
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This is good advice. Your are obliged to pay any employee for any hours you permit (or suffer) him or her to work. There is no working off the clock according to FLSA nor can any employee legally agree to do so. However, you cannot pay him if you…
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I will go off in a slightly different direction. Aside from the other issues, you are creating a practice here. You say this is a good employee. However, if the poorest employee you have also has a DUI, are you willing to treat him or her the sam…
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One person's intimidation is another person's desire to make employees responsible to perform. I had one employee who thought it was sexual harassment if they were required to work and follow regular work rules. Intimidation to them was anyone get…
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I have been to a good many of these functions over the years in the places I have worked. I am not a social drinker so have sober memories of all that took place. The only good explanation I can give as to why certain of the men and ladies could s…
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Years ago some companies had Christmas parties at hotels and reserved rooms so employees would not have to drive while under the influence. This practice has faded mainly because of other things employees did in the hotel while under the influence.…
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Can you put him on some sort of leave until this all shakes out? I have seen a similar case where the employee was soliciting sex at a rest stop. In that case, no nexus was found between the act and the employee's duties at work. He kept his empl…
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Should there be a violent incident and a civilian is injured or shot, liability would attach. It would most likely center on whether the officer was impaired in performance of his duties and whether the employer knew or should have known about this…
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Quite often in small claims court you can get either an income execution or a property execution. The income execution is to garnish wages but the property execution can be for any property. It could be for a bank account but could also be for oth…
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If you go to small claims court and get a judgement against an individual, some courts have a financial form that the person is compelled to fill out showing assets. This would include bank accounts. This is to keep a party in the wrong from hidin…
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You might better stick with the standard IRS mileage reimbursement rate. This is supposed to figure in the value of the miles driven plus the gas consumed.
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I have heard of this. Often employees are asked about jury duty leave policies of their employers at a grand jury. There is an attempt to tailor service to limit employment hardship. We had one employee brag there that he had unlimited jury duty …
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Public figures really have little recourse against this sort of thing. I work for a municiple corporation and have been criticized in a public manner (with facts clearly false), many times. It has been advocated over the local radio that I should …
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Our policy is that we will rehab once but we send a very clear message that it is serious business and will not be tolerated again. The person must go to a Substance Abuse Professional (SAP) and follow the program laid out by the SAP. Aside from th…
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Our buildings and vehicles are non-smoking areas. We have not gotten into refusing to hire people who smoke. Most all third parties require some sort of nexus for employment decisions between the behavior and the workplace. Employees have successf…
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Aside from the discrimination issue you are worried about, what about work load. How many hours a day does this person work? Is he always "on the run". Does he come in early and work late? Is he otherwise a good employee? It is not smart to bur…
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We let employees take vehicles home for the same reasons. What you need to assess is whether you really need them on call or the vehicles are just a perk with the job. How often do you call them and do they respond to the job site or go to a centr…
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I was thinking more on the comments of male relatives coming in, the person knows what he is doing, etc. Sometimes the attitude of HR comes out in the message and is very crucial. We also must understand the incredible variation of ethics, standar…
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In this case you have personal knowledge which is very helpful in any HR investigation. However, I notice a very strong strain through the string of comments that anyone so accused must be guilty and must know he is guilty. No matter what the accu…
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Specific details are very good. What happened exactly. Who saw it or who knew or who did the person tell. Another thing that I have found useful in investigations is to type up my notes. I show them to the person interviewed and ask them if all …
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As far as basic policy, when military personnel get orders, they must be released from work to serve the military. There are two issues here, long term and short term. For short term military leave, you can leave it unpaid, pay wages, permit use o…
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In New York, doctor's appointments are not time paid by comp. The employee must provide the time. Your carrier can tell you whether comp reimburses this time or not. We let employees use vacation, personal leave, or sick leave for such appointmen…