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I don't think so. However, if you want can warn her of the consequences if she doesn't obey a reasonable order from her supervisor. If it was me, since in this case the ee has a warning of several days, I would tell her that either she does the …
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I think you have to decide what you want your policy to be. Our policy is to discourage superior/subordinate relationships. We do not prohibit. However, either the superior or the subordinate will be moved to different department. The intent is n…
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Saw Spamalot the other night (for those who don't know it is a Broadway show based on Monty Python's Holy Grail. I loved it but the person I went with (who is not a Monty Python fan) didn't.
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Why did you give confidential forms to a nosy ee?
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The hourly employee is being paid for hours she didn't work. She is accepting paychecks she knows are wrong. This is theft. We had a similar situation and suspended for one month. We have never had the problem again (of course, that particular em…
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Also, since my computer is always on (so I can work from home), it is "locked" every night.
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The reason for the high level management is that in the end the contract is a financial document (holidays and vacation cost, salary cost,benefits cost etc.) and, also, a set of rules (working hours, etc.). It would be very unfortunate, for example…
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On our side, the team consists of myself, the ceo, cfo and vp of manufacturing. However, at the last negotiation, the union brought in an attorney as their chief negotiator. The man was written word infatuated and was completely unprepared (and had…
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Radios have no place in a business environment. Unless you have a private office, there is no way to turn it low enough so that no one else hears it. Also, if you are on the phone, you should be listening to the person on the other end rather than t…
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One of the questions has to concern why there is a thrid party? Have they witnessed something that made them uncomfortable or do they have an axe to grind. An inference of a hostile environment is not the same as being told there is a hostile envir…
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We all have moments of "anger". However, this should not be one of them. She was paid for doing a job. If she did the job she was paid to do, then she upheld her end of the bargain. If she didn't, she should have been fired for cause. If she i…
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I would add to the wisdom above that the picketers have no right to picket on private property. If the company wishes to prohibit them from the premises, they have the right.
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What does the contract say and did whoever sign it know what they were signing?
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You did all you can do. If the ex-ee doesn't want the letter that is not your concern.
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It is not a good idea. Try figuring out the hourly cost of giving an extra day. That cost should be part of the calculation of the total wage package.
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It is illegal here. Furthermore, it is unenforceable. What would you do follow them home and break in to catch them in the act?
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A non-union employee can be subject to disciplinary rules (suspension, termination). A Union employee is subject to the contract. If your contract has a no-strike, no slowdown, no sympathy strike clause then the union ee can be disciplined. If the …
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If I assumed, rightfully or wrongfully, that in order to have a job I had to sign a waiver giving access to my address and phone number (which may be unlisted) to people I don't even know, I would probably sign but I would start the job a somewhat r…
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I don't think any laws are violated. Talking from experience, many years ago some employees decided it would be a brilliant idea to get the name and address, and names of family members, in order to create a Christmas card list. They tried to do i…
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I partially disagree with Don. This is not an issue that HR should be involved in. However, I believe that HR should be department that ees are comfortable in coming to.
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Good advice above. We cut down on the number of grievances that didn't relate to items in the contract but saying we wanted arbitration. The union hates spending the money on arbitration and attorneys when they can't win.
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One problem is solved. However, the actions of the manager should also be addressed. Leaving a safe unlocked and then allowing access to their office shows poor judgment. Searching the ees clothing may have been very illegal. Do you have a policy …
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Njjel-it shouldn't matter what was the cause of wc incident. Your policy should treat all incidences the same.
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Im curious.. What is the surgical procedure?
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The issue of the bogus sticker appears to be an excuse to do what should have been done previously. I do not understand (and you have not explained) why a terrible salesman had not been previously fired. Therefore, there is a feeling that we do not…
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As I see it, the bogus inspection sticker is a bogus excuse to discharge someone. If he is such a terrible salesman, why don't you fire him for being a terrible salesman or why haven't you fired him for being a terrible salesman? I may be wrong, b…
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I understand. But, I believe, that employees (who in the end are representatives of the employer)have no right to make a statement that is potentially offensive or advocates a particular religion or belief in their e-mails or letters). Think about…
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You need a policy now. These computers are not owned by the individual by the university. Ergo, the ees have no right to use the computer for their personal messages. Second, the fact that it is a religious statement is not irrelevant. What if t…
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Wal-mart is being targetted (there's that non-intended pun again) because there are so many charges against them. There's a class action suit because they discriminated against women (as an aside, the first female board member was Hillary Clinton).…
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You did the right thing. However, the fact that someone wants to appeal your decision not to interview say alot about this person (none of it good).