atrimble
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I won't answer for Texas either, but your proposal could be done in closed session where I work only if 1) the employee in question answers only to the Board, and 2) the salary adjustment had to do with a disciplinary measure. I agree with the othe…
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I'd approach the person who is most likely to take action. Take them a hypothetical question based on your "periodic review of personnel records." I'd ask what they would do for a regular (protected class) employee if this type of error was discov…
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I've recently been in a similar situation, and I recommend you confer with the administration as to how they consider the paid time off. Is it a gift, granted regardless of performance or attendance, or is it earned? If it is earned, and your poli…
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I don't even know what the rest of those letters mean. Male/Female/Disabled/Veteran?
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I'm not aware of any legal points on how long a suspension can be, but I'd keep an eye on your benefits, including work comp and health/dental insurance and maybe even retirement. If one of our employees is non-active (not actively working) and isn…
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WT, my husband said the same thing last night. I told him I work ethically because I want to keep my job. I therefore adhere to the policies and procedures established in order to run a successful business. I'm sure most of those policies were cr…
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And, Paul (and everyone else), you have my apologies if my responses sound abrasive. I guess I'm coming from the opposite side. I'm not religious in any manner ("agnostic"), and I'm working in an environment where there isn't [b]supposed[/b] to be…
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On my part, it's the whole fuzzy "separation of church and state" thing - we work for the government. Condoning or sponsoring an event or activity of one religion while not creating or permitting an equivalent activity or event for another is prohi…
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I think the requirement for Muslims to pray five times a day depends on which sect they belong to: Shia or Sunni (or one of the hundreds of other little ones spun off from these two). Just like some forms of fundamental Christianity believe in cons…
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I'd encourage the manager to hand off the Prayer Leader duties to a non-management employee, and move the meetings to a more management-neutral location.
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Are you talking about Secretary I, Secretary II, Secretary III, etc. and they all have different pay ranges that may overlap, with increasing responsibilities or skills or experience needed to be a higher level? Or are you talking about a "years of…
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I do not formally inform retained employees when the separation is involuntary. I rely on posting the job vacancy to inform employees that someone has left. I do let our front desk staff know not to admit the former employee to the building withou…
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Addition: All AR/AP, payroll processing, and some general ledger duties, and receipting operating funds and grant monies. 50+ employees, but we've got over a thousand clients and probably 700+ contractors or vendors. She's also filled in as the "…
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Our financial assistant has been here for 12.5 years, but she has quite a bit of prior experience. She makes $32,300 per year, plus full benefits. We're governmental, subsidized, and "for profit" (though we never make it).
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We base our reviews/appraisals on date of hire. New hires are intensively reviewed for six months, receiving formal written feedback every two months. Then all employees receive annual evaluations/performance appraisals which are to be completed i…
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Ditto to what WT says. I'd give him full instructions, in writing, including consequences if he doesn't appear at work on Friday (or whenever you want to set the deadline) and present a safety jacket for management approval. If he buys one of his …
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You may want to consider phasing out the paid time off benefits. I would think that giving EEs notice that some 30-60 days hence, they'll stop accruing these benefits (maybe start with vacation/sick leave this year, and eliminate holidays next year…
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"Reports" has a nice neutral ring to it. Don't know if it would work for us, though. We're a governmental entity whose main work product (other than housing) is PAPER. I can imagine telling a supervisor, "send all your reports to me by 3 p.m. Mon…
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I agree with you, Sonny; supervisor is better than superior. Superior also brings a military hierarchy connotation. However, I have this same problem in verbal converstaion. I've gotten so much into the habit of "matching" or pairing titles, that…
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>Of course, the real danger of watching a baseball game is getting sunburned on one half >of your body but not the other. Sounds like personal experience, James?
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I agree with VS - I don't know why I didn't think of this angle! If you have employee data available through an intranet, even though it's password protected or you have network permissions set on it, you may want to review who has access to that i…
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I don't know about other states, but Missouri has a polygraph protection act that a defense lawyer could probably turn into a reason not to perform fingerprinting. The point of the polygraph law is to not require an employee to incriminate him/hers…
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>I'd call it a regular work week, pay for the travel and not pay her or charge her any >vacation time. I'm assuming the work will take the entire week. If not, then I would only pay >regular work wages for the days she's working and c…
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I typed in a three paragraph response, and then went and checked the regs for Missouri. Looks like your sick leave records are Closed. But salaries & length of service are Open records, so if your personnel policy is recorded in Open meeting/r…
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Ditto to all items on HR Hat's list.
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For bereavement or funerals we use: "spouse, children, step-children, parents, step-parents, siblings, step-siblings, grandparents, grandchildren, first aunt or uncle, immediate in-laws, or members of the immediate household having permanently resid…
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[i]("in loco parentis") [/i]
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WT, I agree that those of us in HR really do have to put ourselves in another's shoes to get a fuller picture of an issue. Heaven forefend - we're humans with subjective views, too! My personal comments above should have been kept personal and not…
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>Who would ever think that to medical personnel >we are only a job, a heart, liver, or lung >issue. I think I'd prefer to be treated by a medical professional who viewed me as an object rather than to cater to my supposed sensibilities…
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I am looking for details in the policy. For example, do you evaluate your applicants on a five or ten point scale, or give them a grade (A, B, C, D, or F), and how do you assess they fit into the respective classification? Or is it simply proces…