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dchr9203

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dchr9203
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  • It is not illegal to release factual information regarding employment. You get into trouble when its subjective, and when/if you violate your own policies. We require written consent for verifications. When we get phone solicits for empl ver we ha…
    in Violence in Workplace - employment verification? Comment by dchr9203 July 2004
  • Our policy addresses "behaviors that are disruptive to a cohesive and respectful team environment will be subject to disciplinary action up to and including termination of employment". Also, I take a direct approach to these types of complaints. …
    in Don't tell them I said that Comment by dchr9203 July 2004
  • We allow employees to review employment and/or medical files by appointment only and in the presence/office of one of our HR reps. They may not make copies themselves, but can request copies of specific documents and we then make the copies for the…
    in Quick Answer -EE Requests to see Medical files Comment by dchr9203 July 2004
  • We are a federal contractor in Alabama subject to Affirmative Action plans, etc. and we use an on-line application process through JobPoint (formerly B2Secure) that we are very satisfied with. Having worked in an environment that accepts applicatio…
    in Online Employment Application Comment by dchr9203 July 2004
  • Depends on some other factors. First, What was she going through is desk for? Does he report to her? Second, that aside, I would wonder why he's writing sexual things about her instead of working, and then stupidly keeping it in his desk. He nee…
    in SH? Comment by dchr9203 July 2004
  • The changes have been finalized and employers have until 2005 to begin tracking/reporting. Try [url]www.dol.gov[/url] and search on eeo-1.
    in EEO-1 Report Comment by dchr9203 July 2004
  • We use combo of both receipts and per diem depending on the type of travel and location etc. We use the federal per diem rates as our benchmarks. We reimburse mileage at the IRS rate.
    in Meal reimbursement amounts Comment by dchr9203 July 2004
  • Employees are going to cash their checks as soon as they get them; that's the nature of the "beast". I would suggest mailing paychecks on the day before or the day of the payday so most employees will receive on the actual payday or the day after (…
    in Insufficient Funds Charge Comment by dchr9203 July 2004
  • I agree with the other posters! Recommend taking swift and aggressive steps.
    in Ex-Employee "On the loose" Comment by dchr9203 July 2004
  • This type of pay practice deflates and demotivates employees. We well know you have doers and you have slackers and when you reward both the same, doers either become slackers or they move on to a company who appreciates their contributions and rew…
    in Looking for opinions... Comment by dchr9203 July 2004
  • An employer is within their rights to set, interpret and enforce dress code. We had the same problem with a male ER Registration Clerk. Hoops were huge, CFO asked him to remove, he refused, he was told remove or leave. He left. Our dress code sp…
    in Earrings, Earrings, Earrings Comment by dchr9203 July 2004
  • Yes.
    in Enforcing Drug & Alcohol Policies/Screening Comment by dchr9203 July 2004
  • I don't read in the original post that we're talking about an occiasonal "quirk", nor is the problem that he's tucking his shirt in when it doesn't need to be. Neither is he just OCCASSIONALLY fixing, adjustmenting, scratching, or pulling. The guy…
    in Very uncomfortable situation Comment by dchr9203 July 2004
  • Hmmm. Wonder what we would all have to say if it were a female VP constantly scratching her crotch, or deliberately pushing up her breast(s)? We tend to make "excuses" because its a man. Its a habit, albeit an offensive one, he probably doesn't r…
    in Very uncomfortable situation Comment by dchr9203 July 2004
  • Terminate her; its insubordination. I had this exact experience a few years ago in health care, and the ironic thing was the employee was receiving an additional $1 per hour for the skill, it was in writing, and she still refused, told patients she…
    in Refusing to speak spanish Comment by dchr9203 July 2004
  • Being over 50 or "protected" under any other class does not exempt an employee from meeting expectations for performance, standards of conduct, attendance, etc!!!! Its been documentated that he's violated two pretty serious "rules", has a "track re…
    in Preparing to fire Sales Director Comment by dchr9203 July 2004
  • Discipline for the excessive personal phone calls only, and do it for all. Correct behavior (in this case speaking loudly) that is distracting for the environment, and do it for all. Speaking Spanish on a personal call is not grounds for discipline…
    in Spanish spoken in the Office Comment by dchr9203 July 2004
  • We require signed consent from the employee.
    in Releasing Payroll Information Comment by dchr9203 July 2004
  • Ours will be Monday, 1/3/05.
    in New Year's Day 2005 Holiday Comment by dchr9203 June 2004
  • Yet more valiation that companies should not hire parents/children/spouses to work in same company. I only agree that its best to "let it lie" if his performance has not suffered, and/or his negative attitude is not adversely impacting his peers or…
    in Employee Attitude Problem Comment by dchr9203 June 2004
  • employer events >that have alcohol, I've (thankfully) never been >a problem. OOPS! I meant to say "I've never HAD a problem with any of our employees or guests"!
    in Company Celebration Comment by dchr9203 June 2004
  • Yep! The company supports it, allows it, and condones it at a company sponsored event, they'll be drawn in on any litigation. However, in over 15 years of "sponsoring" employer events that have alcohol, I've (thankfully) never been a problem. We …
    in Company Celebration Comment by dchr9203 June 2004
  • Terminate. Your policy is clear and with HIPPA, chain of custody, and just standard procedure of drug testing lab providers, you can be confident there's been no mistake. If there has been, the burden is on the employee to prove it.
    in Positive cocaine test result Comment by dchr9203 June 2004
  • Very good idea. Best of boths worlds! Seems to me if they want you bad enough, they'll work with you on your terms. If they're not willing to "negotiate" these terms, then I would say "Thanks but no", kick back, take the summer off, and enjoy the…
    in Not sure what to do... Comment by dchr9203 June 2004
  • NO WAY! When I get that thin skinned, its time to buy a cave in the Netherlands and go live there!
    in "You're in my prayers" Comment by dchr9203 June 2004
  • Ever heard of "constructive discharge". An environment made so unbearable that the "reasonable" person is left no choice but to leave. It is illegal, but the burden of proof is on you. DOCUMENT EVERYTHING! I say again, DOCUMENT EVERYTHING! I re…
    in Hostile Work Environment Comment by dchr9203 June 2004
  • Thanks for all of your inputs. I love this site! I work in an industry in which many hires are contract/customer driven, and many new employees are simply transitioning from one contract to another. The issue is "why incur the cost when we (or som…
    in Employment Screening Comment by dchr9203 June 2004
  • Thanks. What's your take on "selective" screening (ie: screen this hire but not that one)?
    in Employment Screening Comment by dchr9203 June 2004
  • We don't have a specific policy against it, nor will I implement one (it would go against "diversity" initiatives that "embrace" differences). I tell employees who complain if they don't like it don't read/look at it; no one is forcing them. If it …
    in religious propaganda Comment by dchr9203 June 2004
  • Right on!
    in THE ELEVENTH COMMANDMENT Comment by dchr9203 June 2004