dchr9203
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- dchr9203
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I let the managers own it. They're given the budget and the published salary ranges per position and then they're held responsible. They have to justify why they go over any ranges.
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[font size="1" color="#FF0000"]LAST EDITED ON 02-07-05 AT 03:57PM (CST)[/font][br][br]Yes, but cleaning up at home is way different than cleaning up after the pigs that use public restrooms. And yes, it is "beneath" some folks to clean up after Joh…
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You can, it falls under "other duties as assigned", but why would you? Seems to me that forcing employees to do it would only invite more trouble. I see their point as they were not hired to clean toilets, you have a staff (or person) that does it…
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It is safe to not consider them based on their desires conflicting with your requirements. They desire more hours, you cannot offer them. I wouldn't base it on "qualifications".
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I FEEL YOUR PAIN!!!! I will NEVER, and again I say NEVER work in a healthcare environment again. Two years ago I left a position as HR Director (been there 5 years) at a 150 bed for profit hospital when a new CEO arrived (and in for profit healthc…
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Employee Handbook and P&P are separate. Handbook is a summary of P&P. Our Handbook specifically states this and points back to the P&P, as well as informs employeees of the availability of the P&P.
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Nope. If he had quit before the termination, then it would be a resignation. He was fired, therefore, he doesn't get to quit because he's no longer employed.
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I've had experience the the ADP product called "HR Perspective"; liked it!
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I would not respond. If you think its absolutely necessary to acknowledge his email to the CEO, it should come from the CEO and simply state, "Thank you for your inquiry. The company's decision regarding your employment is final and there is no ne…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-05-05 AT 12:27PM (CST)[/font][br][br]Thanks for the input. Why oh why are people so STUPID!!!! And I prefer to not "picture it" although the content of the emails is, well, graphic, and the individu…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-03-05 AT 08:56AM (CST)[/font][br][br]Direct approach. Tell her its inappropriate, to knock if off, and if she cannot control herself refer her to your EAP!
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Her pregnancy was not a factor in her request for a special work schedule; therefore should be a non issue. If your company cannot accommodate her request to have a 4-day work week, then it cannot. I would confirm her statements to her, in writing…
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I say if you have a clearly written and communicated policy, then let her take responsibilty for her own actions. If I knew the policy said not to, and my manager said to, then I have to choose to follow the policy or listen to my manager. She cho…
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Your company's employment decisions are your own and do not have to be explained or justified to your candidates. I would just let them know a hiring decision had been made and thank them for their time.
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your applications are company property. I would not send it.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-16-04 AT 04:46PM (CST)[/font][br][br]Why would you write up the employee for something she has no control over? She is not responsible for her husband calling you; he and he alone is responsible for …
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I feel your pain! Yes they do it continually everywhere and management will almost always ere on the side of mo' money, mo' money, becuase they don't want to hassle with downtime and/or training new employees, etc. As frustrating as that is, your …
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She "claims" rape, yet has consensual sex with the man. By her own admission, he's not threatening her. She's filed no other formal (or informal for that matter) complaints of sexual harassment for over a year. Something's hokey about her story. S…
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If you're at-will, then no. We consider "Notice" simply a courtesy extended by the employee and we have at times "absolved" the employee from working the notice, and are not obligated to pay for it.
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Living but severly incapacitated.
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Yes, we only accept applications through our on-line process and give a notice to "walk-ins" that state that.
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Congratulations and good luck!
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[font size="1" color="#FF0000"]LAST EDITED ON 11-30-04 AT 12:17PM (CST)[/font][br][br]We're mandatory direct deposit and have employees all over the US, but no one in Mississippi so I don't know about that state.
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Depends on your policy. Ours states employee must be in an active paid status day before and day after, and specifically excludes LWOP status except for approved FMLA.
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I assume the letters are anonymous, if so, ignore them. They are just malicious attempts to make someone else have a bad day.
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I would do exactly what Don would.
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The only thing I would have done differently is given a copy to the employee telling him the spouse was requesting it. You did not violate HIPAA by sending it directly to the spouse.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-08-04 AT 09:30AM (CST)[/font][br][br]If she shows up on the doorstep, you have her escorted out by the facility security personnel and warn her if she returns you will have her arrested. Then notify …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-08-04 AT 09:01AM (CST)[/font][br][br]You inform the employee of her calls, notify him that as his employer you will answer any questions he may have, however, you will no longer accept her phone calls…
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Partly. We're a federal contractor and we get lots of increases passing through direct contracts. On an average, they are significantly higher than 4%. As we all know, HR is indirect and costs are managed a little more closely. As an average for…