dchr9203
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Any action you take would be based on gossip. Domestic disturbance does not mean "violence"; and I have known wives to call law on husbands for no reason other than to aggravate. This one should be left alone, and you are right; you have no busine…
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Unless they specifically looked into her patient record, or someone with access to her patient record shared the information, and you can prove it, then no issue. Its nothing more than gossip, fueled by her past comments. Employees are going to go…
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I've heard the name but have no first hand experience with them. What little I do know about these types of organizations is that unless your owner/CEO sets the expectation for change and really buys into it, it is a waste of money no matter who yo…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-01-05 AT 01:10PM (CST)[/font][br][br]I recommend reading "The Gift of Fear" by Gavin De Becker, a forensic psychologist. While the book is about assault crimes and that instant in which a victim had …
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Depends. First, as a general rule I don't allow anyone outside of HR to handle, mail, or otherwise see documents that contain confidential information. Part of my Type-A personality, but mostly because people who don't work in HR don't really get …
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Just share with her honestly that her constant coughing is becoming a distraction to the office. As I'm sure we've all had coughing spells before, we can sympathize that its not really all that much fun, and no doubt she would control it if she cou…
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I would follow the disciplinary action process. They both need to be discplined, not just the hourly employee. Put them on notice that the behavior is inappropriate and either its immediately discontinued or there will be termination of employment…
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The habits did stick with some of them. It was a few years ago; I'll see what I can find and if I still have the stuff, I'll let you know so you can let me know how to get it to you.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-05 AT 12:33PM (CST)[/font][br][br]I've done it but on a more individual basis. Its an annual weight loss and fitness contest that employees can sign up for; I charged a $10 donation to the company…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-06-05 AT 12:20PM (CST)[/font][br][br]T: I didn't presume that you were looking for validation to "do nothing" or "stick your head in the sand" insomuch as you were looking for counsel as to whether o…
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Nothing. This is a domestic, non work-related issue (unless the two employees bring it there) that occurred over the weekend and has probbably cooled off by now. Just monitor internally, ensure both employees are acting professionally, and provide…
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Rather than withhold pay, which is a big no no, how about incorporating it as a factor for merit increases/performance eval ratings/bonuses. Another option would be to manage it via the discipinary action process.
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This would be tough because, without a no frat policy nor a complaint of harassment or hostile environment, you've got no grounds to "investigate". You'll definitely want to carefully monitor the subordinate's employment (i.e. raises, promotions) m…
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"Management" is not for everyone. I wish more people would be honest about that and not get into or stay in a management position they're not suited for. If you've decided for yourself that its not where you want to be, then tell your manager; be …
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Yes, you are correct.
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I have and same as yours. I mail it regular US first class and document. That's really all you can do.
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We use computer skills testing for the clerical hires. We test for aptitude in MicroSoft products, etc, and we do it through Snelling. Its a service they offer at a very reasonable rate, $25-50 per applicant depending on the extent/level of testin…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-26-05 AT 09:59AM (CST)[/font][br][br]The tools you are using are the standard and quite frankly, its expensive, boring, and doesn't get the message out to as many people as you think. Monster.com and…
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While some of the posters can be blunt when posting their opinions, don't take it personally. After all, none of them know you personally, so it cannot possibly be personal. Seek the input, most of which is pretty good, then cull out what you want…
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I think you should have terminated her without options.
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What a shame that the climate of fear immobilizes and stifles. We spend way too much energy "fearing" something might be illegal, or might offend someone, or might arouse pedophiles, or might do this or might do this. What if you do absolutely eve…
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Why not, as long as you don't include home phone, address, SS#'s, or DoB's? Its voluntary and a good way for your workforce to get to know one another. Its a nice personal touch.
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I am in the unfortunate position of working for an employer who consistently makes arbitrary exceptions to their policies and their practices regardless of my position or advice. They have a very strongly held "parent" mentality and HR is simply an…
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Like it or not, HR does get involved, especially in smaller companies, and especially if the HR person has a reputation for good moderation and coaching skills. As for me, when an employee tells me to "keep it a secret" I then tell them they've tie…
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No, it would not be appropriate as he voluntarily resigned. Severance is generally a "good will" gesture by an employer toward long-term employees when the company severs the employment relationship.
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Yes you can. While you cannot "make" your employee seek assistance through the EAP or any other resource, you can require it for continued employment based on a PI plan to prevent termination. If employee decides to not comply, no problem, they ch…
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I tried to implement something like this once and got all kinds of flack about "tax deductible" (employees wanted receipts, etc; kindof like United Way), so I dropped it and said screw that. Employees are so generous when its the company's dime but…
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We send for funeral/memorial for immediate family members (parents, children, grandparents; we do not include in-laws) or for hospitalization of 48 hours or more which includes birth. Spend around $50.
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[font size="1" color="#FF0000"]LAST EDITED ON 04-07-05 AT 01:36PM (CST)[/font][br][br] >The 21 hours isn't a "rule" it is just the >MAXIMUM # of hours she said she could work >during a week. However there will be many weeks >when …
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Employees feel entitled to their "free" unscheduled vacation days (sick time), and you would be wasting your time trying to train managers on how to convince their employees of the cost and department impact of unscheduled absences. My last employe…