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We are a manufacturing company. The rule is "No children allowed." Furthermore, if an employee has a personal visitor, the visitor must stay in the reception area and the visit must be short.
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My quick reaction is not to publish. I am assuming that publishing letters from customers is both for morale and education (if there is a valid complaint). An anonymous letter with false information can serve no purpose and should not be given any v…
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Because if something does happen you have a procedure in place. Bad comparison, I agree, but still, we all do fire drills. Never had a fire, I'm not planning on one but if something happens a procedure is in place. If an employee is suspected of be…
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Get a policy in place now. Once something happens, it will be too late. Furthermore, you know what is going on after work. Depending on the drug and the strength of the addiction, how can you be sure nothing is happening at work.
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Any posting should as accurately as possible list all criteria as well as a job outline. Changing the posting, does not answer your question. You should never be specific in telling someone why they were not hired for a particular position.
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The issue is not her attitude. The issue is insubordination. If the owner of the company wants to park in a particular spot, no reason is needed and no argument should be given. The owner tells her to unpack books, she doesn't do the job properly. …
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We are a manufacturing company. Verbal, 1, 2 3, you're out is okay for attendance problems and maybe for some work performance. But in some cases, it may be written, 1, 2, you're out or suspension and then your out. Therefore, we do not mix corre…
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I agree with you on everything. However, I don't understand why, if you are asking for prayers, you would send it only to female co-employees.
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We have rules in place about the uses of cell phones in the workplace (the short version of which is "Don't). For those ees who are supplied cell phones by the company, the company is intentionally behind the times (the phones don't have picture tak…
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The key here is what the supervisor said. If the supervisor stated or inferred that the ee's job was safe, you may have a problem. However, if she was going to call her supervisor and didn't, I would treat it as an abandonment and follow normal pr…
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I would never waive the requirement for any employee to wear protection. We had an ee who brought in a note from his doctor saying he could not wear a particular type of hearing protection (plugs). We worked with him and his doctor to get him protec…
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Whether or not you are subject to HIPAA, the information should not be released.
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This is a new employee. If it was me (our company has a probationary policy), I would fire her. If an ee has to be disciplined within a few weeks of starting, they are going to be problem.
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Been there, done that. I feel for you. Just try to be as compassionate as possible. Try to do this as quickly as possible, in person, so you don't dwell on it. For me, the best thing to do after the deed is done is find a good friend, get drunk an…
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> This is a grave mistake. We not only >lost the possible patient, but looked foolish to >the person we had been marketing for patients! > I agree with the what the others wrote. However, it appears your facility is giving med…
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No, it took me 15 minutes to lock up my daughter, contact the knee busters and find the unregistered gun I bought in the South.
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In my apartment building, the elevators are manned. Once, when my younger daughter was 3,another tenant and I brought our kids home from pre-school. There was a new elevator operator. He bent down, gave my daughter a pat on the head and then moved …
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I would add, that all new employees are told about the 90 days probationary period. Of course, you're from California so there might be a very strange law on the books.
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As sincerely as possible (I know, but some complaints are hard to take seriously), I'd tell her get a new pair of glasses with anti-glare coating. Or, again sincerely, I would suggest that she complain to the optometrist about her glasses. If you …
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I don't know what the law is, but even if allowed,in many cases common sense says don't do it. For example, a forklift in an area with lots of other people.
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I would suggest you, also, focus on the quality of his work. If he is sloppy, start documenting.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-14-04 AT 01:58PM (CST)[/font][br][br]And just to confuse things, Coricidin HPB (or is it HBP) is being used (actually abused) by kids to have a trip.
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Follow your normal procedures on attendance.
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You have several issues. First, viewing porn (whether or not it child porn)should be just cause for termination (assuming you have it in your rules). Second, you have to speak to your attorneys about getting the money back. Abuse of a credit card …
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Obviously, they cannot be completely treated as two separate issues because you are asking the question. You have to talk him and let him know that he violated a direct management order (insubordination) and he proved that his word means nothing. I …
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Is there any way you can get this manager to start creating documentation?
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My gut tells me the supervisor wants to shirk their duty by dumping a problem on your lap. Just say no. I wouldn't even offer an explanation. If the supervisor is trying to get rid of a bad ee, offer to teach the supervisor the proper way to go abo…
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One of the hard parts of the job is doing it inspite of the fact that your heart tells you not to. In the above case, while instinctively you would want to discontinue coverage, you must do what the law says. The above scenario does not change anyt…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-08-04 AT 09:59AM (CST)[/font][br][br]The rule of thumb in any case like this is to see the documentation. In NY, where I live, I was separated, but not legally separated, until the paperwork had been…
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I would check your state laws. The state of NJ recently sent someone in to inspect our plant. They were looking for such things as to whether or not the posters were appropriately posted.