dchr9203
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Friday after Thanksgiving is a paid holiday for us.
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Demotion is extreme; a talking to and suspension would be appropriate and would send the message that the employer will not tolerate that kind of behavior. If the guy is genuinely sorry, he will accept the sentence. If you've investigated thoroughl…
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We keep our applications/resumes for one year. Also, info in employment applications is not considered "protected health information" and HIPAA is not an issue. Once the app is received by your company it becomes your property and can be shared wi…
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Give her a final written warning and then terminate at your next opportunity.
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Doesn't appear that you missed anything, and while his condition may not meet ADA definitions, what does it hurt to make a minor adjustment to safety procedures that only enhances the safety procedures. High pitched alarm AND a flashing light gets …
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As I said, there are those who will and those who won't. We as the employer knowingly take the risk that there will be those who don't have the personal integrity to honor their commitments.
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The employee pays the $5,000 back and we write that "caveat" into their offer letter, including authorization to deduct from final pay and their obligation to repay balance due within a specified period of time. Had a few try to renege and all I di…
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Check out [url]www.shrm.org[/url], or go directly to [url]www.HRCI.org[/url].
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It wasn't. We did a formal investigation; the worst thing was that the boundaries between personal and working friendships got blurred and crossed and one party felt the other was overstepping professional boundaries. We formally notified both tha…
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The "nature" of our business relationships is one in which our customers are very involved with our employees and in some cases manage them (and are many times why the employee was hired to begin with). Customer was allowed and involved because he …
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Nope. No regs or reqs, and I don't disagree with you. I do think it does get carried too far. Its more about what's appropriate, though. Every employee in the company does not have a need to know everyone else's home phone number; only managers a…
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Do not continue to publish employee home phone numbers. They should be given only on a need to know basis to managers and production coordinators. Our HR department will provide a home number only to a manager/supervisor with direct line responsib…
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We use a web-hosted service, JobPoint, to collect applications and EEO data. We do not allow resume attachments and opted out of that internally due to the rampant viruses, and it is a very expensive process to write the software for scanning (or t…
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I've never kept a copy with the employee's file. Copies have been kept with payroll records for that year. We're going completely electronic on W-4's this year (already there for pay statements) and we'll be keeping an electronic data file only. …
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We don't have sick time, only PTO. But we do allow employees to donate up to 24 hours of PTO to a fellow employee for an extended illness or surgery. Personally, I would recommend against allowing the donation of sick time unless your company accr…
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I would not take any action at this time. Its hearsay and until she either confesses or is arrested, you would be acting on assumption. Although suspision is reasonable, whose to say the boyfriend wasn't in the building and while her back was turn…
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I recently moved from HR Director in a hospital back into a more technical environment, THANK GOD! But while I was there, we had this issue. We didn't want to take too harsh of stand because we didn't want to give employees an "excuse" to not repo…
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Keep in mind that the guidelines for "accommodating" religion are not nearly as strict as for, say ADA issues, and require only that an employer show a minimal hardship. The employee must request the time off specifically for religious accom and ha…
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I would provide the information. You are aiding in an investigation related to a theft that occurred on your property (in your truck), and of your proporty (the money). I, would however, notify the specific employees that I was releasing that info…
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Part of our responsibility as HR professionals is to be proactively striving to retain our good employees. I would share the concern with the supervisor and give them the opportunity to salvage the relationship.
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Yes you certainly can. However, in my experience, its been better to have all the paperwork first, before they report to work. In my previous life in healthcare, it was a problem because we needed to hire nurses pretty quickly, and several of them…
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I have recent experience (last three months) with this one! I would not take your attorney's advice because he/she is talking about defrauding a US organization and that is punishable by fines and/or jail time. You as the representative applying o…
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We have an on-line timekeeping system and the "rule" is that employees, both exempt and non-exempt complete it on a daily basis. We're a federal contractor with many direct contracts. Some of those contracts have one employee assigned at a remote …
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Thanks! Arrearing errors in payroll on the following payroll period has been my practice until I joined this organization, which tends to jump at every employee complaint! I'm like, get a grip. Its ok to hold the employee accountable and guess wh…
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Yes you can change your policy, but the catch is that you have to make sure you communicate it. Neither would I put alot of stock in an employee's statement that he/she was told by a lawyer that you could not do that. Policies can and do change an…
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I've been in this situation and had the much appreciated support of my CEO, who empowered me to act, and then supported through consequences. However, that CEO moved on, another came in who was useless, and I began agressively seeking other employm…
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We don't verify any employment without signed consent/release from the employee, and in this case, I would put "consider".
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I would put her the hoops on FMLA, with formal notification, etc. It may help her think twice about abusing the system. A child's intermittent ear infection, and the fact that she casually assumes it will be a regular problem, is not a "serious he…