dchr9203
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[font size="1" color="#FF0000"]LAST EDITED ON 10-20-04 AT 04:31PM (CST)[/font][br][br]Yes, that's correct.
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Without knowing the whole story, I would say no. More times than not I've had employees whine to me about how mean their manager is when the manager was only holding them accountable for reasonable expectations. We have one now that has to be repe…
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I don't know who issued your directive but they are out of their mind! There is no reason for anyone to open specifically addressed mail except the recipient. I can understand for generically addressed mail that someone needs to be the clearing ho…
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No, you're only supposed to offer an accommodation appropriate to your company and if they refuse, you're off the hook.
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I don't think so as its simply an informational meeting, which I wouldn't make mandatory anyway. Making contributions to the United Way mandatory is another matter. I would simply make the meetings optional, encourage attendance, and let those opt…
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While I understand your frustration, bottom line is you accepted the position at the rate offered, period. If he's making an attempt to get you up there, and has worked with you on it, I'd go back again and say, "I really appreciate what you've don…
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Speaking from Alabama, yes if you've made it contingent on "term of employment". Our offer letter spells it out very specifically, includes an aknowledgement of understanding and authorization to withhold from final pay, and specifically includes "…
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Or, why not have your own tape recorder and say "alright ladies, for the record and to ensure there are no misunderstandings, we are going to record this meeting" then put the tape recorder right out in front of them.
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Depends on how your CEO feels about it. If he's supportive and agrees that they are most likely the guilty parties, he should, in your presence, tell them that the info is out and the perception is its them and reiterate confidentiality and profess…
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Ha! Me too!
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I would remind the employee he/she accepted the position at whatever rate, review the pay increases since then, remind that next eligibility date is whenever, and say there's the door, don't let it hit you on the way out if you must make the decisio…
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Question #1; the meeting is "open" and attendance is voluntary, no pay. Question #2: Non-exempt employees working fundraisers that benefit the employer should be paid. Relay for Life events, United Way campaigns, etc, are voluntary events that do…
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So what hormonal label do you give a male supervisor who acts like a total jackass?
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Hmmm, interesting. The UI forms I sign have a little statement that attests to the accuracy and truthfulness of the information provided. I would probably talk to the corporate attorney or do some "anonymous" investigating through the UI office. …
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If you don't have a relationship with her that allows you to discuss with her, I would "discuss" it with the corporate HR and seek their counsel on how to manage it. If she's moody and just hard to get along with, its not illegal. If she's treatin…
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I'm with you! The COO has made a horrible decision that will have more fallout than its worth. But you know what? He's the boss, so do what he says. AND when the fallout rolls in, tell the griping employees that the decision was out of your hands…
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If I take your post literally, you "hired" them then asked them to train, which would indicate some sort of an orientation. They should be paid if that's the case.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-14-04 AT 03:44PM (CST)[/font][br][br]Or, since your continuing your search, "we have decided to continue our search for a candidate with qualifications that more closely meet our requirements."
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Got that right on closing the door and using voice mail. My replacement at the "sick" place I left made this big song and dance about how she was going to be available 5 days a week all during regular business hours. Keep in mind she was 1 of an H…
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I think we all feel your pain! Why is it that employees and employers think that HR can do, be, fix, anything, and are phsychic to boot!? Exercise and nutrition are key. Then draw some boundaries. I personally absolutely will not allow anyone …
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They generally are RIFed because their position is being eliminated due to downsizing, or whatever. We tell them to periodically check our posting list and apply for any other positions they are interested in. In Alabama, there is no requirement f…
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In this case, your company did not move until he turned in his formal notice, therefore, in my opinion it is inappropriate for them to ask for "proof" of his new salary. If they genuinely want to keep him and he geniunely wants to stay, they they s…
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I would say, "If you wish to document in writing for the record that you deny these allegations you may do so by mm/dd/yyyy. As for today, based on my invesigation, this is what's going to happen." Dismissed! I'll bet you'll never see a written re…
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Make him cover it up. He can either wear a long sleeve, or use a large bandage.
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Try Morningstar.com. We're evaluating providers right now and from what I can gather, Fidelity and Met Life are amond the leaders.
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I would revise the non-smoking policy to include tobacco use, avise all employees of the change and effective date, "ask" for their support in keeping the shop area nice for everyone. Include in your policy consequences for non-compliance then foll…
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If you specifically ask an employee to participate in an event, its work time. If you say, we have this event and our employees are welcome to volunteer, and they step forward unsolicited, then its non-paid. I agree with the other poster. Let the…
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Not good. If its just a matter of cold hiring nurses just becuase docs like them, I would stick with consistency on all hiring. However, in my previous life in healthcare when the hospital took on a physician's practice, we did grandfather service …
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AMEN!!!!
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Currently report to CFO, which I do not recommend! All other professional hr jobs until now, I have reported directly to the top dog.