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You are only required to make a reasonable accomodation. He knew the schedule. Furthermore, I read somewhere that employers have to accomodate for religious activities that are mandated by the religion and not by employees personal wishes. However,…
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Did option three on our last contract. It was not easy for the reasons you outline (plus the fact our shop steward is not a shining light). Union originally didn't want to negotiate the issue. However, while we are always willing to negotiate in g…
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Whenever we want a release, we have our attorney write it. There are things that must be included in a release (such as giving the ee sufficient time to consult with an attorney) and since the purpose is to protect the company, it is best to have a…
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There is a tremendous difference from being occasionally late to being late 2-3 times a week.
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Managment sets the hours. It is the employee's job to be on time. Late employees can and do disrupt scheduling (particularly in a factory setting). One of our managers wanted to experiment with allowing employees to make up time by taking shorter …
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Even if HIPAA doesn't apply, revealing of confidential information (even on someone who is deceased) should never, never happen without permission. I am not only writing about a diagnosis (which should never be posted). For example, we always ask f…
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See if your local college offers any courses in the HR field.
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Under the old NYC smoking law, we had a smoking room. The rule basically was that smokers were not entitled to more breaks than non-smokers. There was one break in the morning, lunch and one in the afternoon. Anyone using the smoking room other th…
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While my gut reaction is to ignore the letter, however, instead I think it would depend on cause of the termination. Why was ee terminated?
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If you do not have an attendance policy, now is the time to write it. If you do have an attendance policy, it must be enforced. As to appearing to be treating people differently, it happens all the time. For example, if I have an employee on int…
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Also, what was the excuse for not calling in.
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There are safety violations that require progressive discipline (i.e. forgetting to wear safety equipment) and there are violations that require either an immediate suspension (unauthorized person removing a guard from a machine) to termination (dri…
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Depends on what documentation is submitted. For example, a permanent resident card does not need to be updated. However, an employment authorization or temporary resident card must be updated.
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Work in NYC. There is a tough non-smoking law. I agree with the above. However, one of the companies in this area felt sorry for the smoking ees (I believe the boss is a smoker)and gave them more breaks than the non-smokers. Needless to say, th…
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Actually, you do not want to do this on an individual basis. Unions have memories like elephants. Written agreement or not, their favorite questions is "What have you done in the past?" As for the motion that "this is not precedent setting"...I'm n…
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Don D. did a great job on the union issue. I see that you are now formulating a letter of agreement with union. I'm curious about the wording. Do you intend to allow the "donation" only to get an ee to 30 days start period or is also going to be u…
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Absolutely. I can't imagine doing anything else.
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I agree that info belongs in wallet. However, this ee (and others) keeps his billfold in his locker while working. He, also, has a special bracelet (sort of like a medic alert bracelet). However, for safety reasons, he cannot wear it at work. There…
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We have an employee, who asked that it be put in his file and also notified his supervisor (both in writing)of his religious beliefs so that if there was an emergency, all medical personnel could be made aware of which procedures could not be admini…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-21-03 AT 10:54AM (CST)[/font][p]You should be asking all employees who they want contacted in case of an emergency and their phone number.
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I don't understand why there has to be a union-management meeting. This is an employee-management issue. If the ee wants to file a grievance, so be it. Worst case scenario, it goes to arbitration. Union can't win and knows it.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-17-03 AT 08:06AM (CST)[/font][p]First of all, write a dress code. Second, he does have a complaint from....YOU!!!Either you or his supervisor should tell him to do something about the shirt immediate…
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Any interview of this kind, should automatically start with advising the ee that all you want is the truth and that their job is not at stake. Then, ask if they want a union representative to be present. I have found that, usually, they are quite w…
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What is the purpose of this test?
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The problem is that the company seems to have taken the attitude that the harassment was trivial. If you have ever been on the receiving end of harassment a touch, a salacious comment,etc is not a trivial manner, it is demeaning.
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I know I am going to sound harsh but I'm really bothered by your posting. First, I don't believe counselling by an individual who didn't take the complaint seriously is counselling. Sounds like the blind leading the blind to me. Your company needs…
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How can you have a "good" manager who hates confrontation? And actually, it seems that management is also avoiding constructive criticism and counseling as well. While a warning can be confrontational, couseling should not be. Second, tell the ter…
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Is the title "Leave of Absence Policy for Dummies"?
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Actually, maybe you or MWild (andMWild), could have split personalities. Ergo, you may not agree with you.
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The problem is that your rules are subject to too much interpretation. What is an emergency or special circumstances. While our rules were intended for a factory environment, they also apply to the office. We have rules about personal phone calls…