deniseE
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I still think that attempting to ban it would lead to more headaches than you think you'll prevent by not allowing it. Even if you take the "as long as I don't notice it approach"...then you may find yourself attempting to explain why you noticed …
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I would be cautious about telling ee's that they may not meet during non-work hours...lunch for example...maybe one of our Legal guys can step in...but it seems that employers cannot prevent ee's from praying at lunch.... we have several muslim ee'…
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Our policy says mostly the same...but we've gone a step further and provided guidelines for use in a car (many of our ee's have a company cell and drive agency cars)... Inasmuch as The Agency may be held liable for accidents resulting from an emplo…
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I would think that events like baby showers and the like would be headed by a close friend of the ee. Advise that such events should take place during lunch hour...or maybe right after work.... Neither HR nor the planning committee for our Hershey …
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Many companies have some kind of annual picnic or function as a way to show appreciation to the ee's....the BBQ would be something to mention to your CEO/Board...whatever governs you and see if they are willing to off-set some of the cost of the cat…
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maybe you could provide them with a "if this position was located in...." information....so that they will better understand the context of the salaries... Although, that could convince them to move operations elsewhere!!!
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I don't think that he can prove that an hour equals a substantial change. If you changed him from first to third shift...maybe....but over an hour???? I agree with Pork..you should be in good shape with your documentation.
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Another thing to remember is that if you conduct credit reports on your ee's you are required to comply with the Fair Credit Reporting Act (FCRA)... I have always had an issue with this because my hubby's ex-wife really ran our credit into the grou…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-02-04 AT 01:58PM (CST)[/font][br][br]I'm torn. Yes, it's personal information...but how many of us would pass over a resume due to the lapse in employment in favor of someone clearly employed consist…
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It does sound like she's had a lot going on....the stress of "outside" work has probably affected her ability to be on the job...and irritate a fellow employee (which does not make the other ee's response acceptable!) Are you able to offer a leave …
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We had a program here for a while that was designed to filter out emails with "bad" words and notify the intended recipient that they received email from ____that could not be delivered due to content. However, the email would actually read" _____s…
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How would you know the number of hours a nurse is moonlighting?? Do you have a policy in place requiring that he/she shares this information with you? This seems to be the first step in making sure the total number of hours worked is reasonable and…
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If you decide to discontinue this practice, maybe you could offset it a bit by holding a Health Fair for your ee's. Invite some fitness clubs, local health groups...and have some diagnostic testing available either free or reduced cost. This will s…
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That is pretty much what I thought....and yes...PA regs require that we give her access... She had been represented by an attorney in the EEOC matter, but we think he dropped her after recieving his requested discovery (not a likely win for him). …
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One of the things we have done is develop an email newsletter of sorts. It includes blurbs of articles and important case law that could impact our business. The blurbs are designed to prompt questions, which cause managers and supervisors to call u…
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I just don't see the activity as an HR issue...the fallout might become one...but all participants involved need to be aware that work is work...and outside needs to stay outside. The rumor mill will find something else soon...
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[font size="1" color="#FF0000"]LAST EDITED ON 05-19-04 AT 02:37PM (CST)[/font][br][br]Do you have an ethics or personal conduct policy in place? If not, bad judgment off hours is just that. The birthday girl may be upset...but it has nothing to do …
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Here's the solution!!!! A talking toilet seat!!! check out the link from netscape: [url]http://cnn.netscape.cnn.com/news/odd2.jsp[/url]
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This has been discussed several times on the forum...and always bring much amusement and frequently, grossness. This might be a good time for a retelling of the bathroom stall artist story... anyway, sometimes this has been adressed with memos rem…
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I'm not sure what your internal policy is, or what particular laws your state may have. But do be aware that a C-section is major surgery and does require more than the general 6 weeks of disability time. Often doctors will extend leave to 8 weeks t…
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I have to agree with the others about the "knew or should have known standard"...something was bothersome enough that it prompted a complaint...and now you have the responsibility to protect the ee and the company. You can let her know that you wil…
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I have to agree. You've made arrangements in the past and he's been working with you on this for 3 years. I would do as much as possible to keep him from working on saturdays... Business hardship is much greater than unhappy ee's because they work…
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When you hired this person did he/she indicate that certain religious days would be observed? Do you make accomodations for any other ee's religious schedule? The bottom line is that you should accomodate as long as it is reasonable and does not h…
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If you didn't suspect WHY the accountant was being bothered, what course of action would you take? Had you just noticed that he seems to have fallen out of favor, would you address it?? It does seem unfair that the accountant is suffering for the …
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An annon. call to the authorities will ease your conscience and keep the company out of the fray...everyone wins. these things are never easy, but if something happens and nothing was said, you'll feel guilty.
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Mary Matilin and James Carvelle manage to be married in careers that couldn't be in greater competition. I agree with Don and the others. Put your confidentiality agreements in place and go from there. You might be surprised at how little work deta…
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I have to agree...it seems that if you acquired another company and merged some ee's with the transition they became de facto ee's of your company...especially if they continue to perform the same duties...from the ee's perspective only the name on …
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Ours spans five written binders!!! We started by looking at the agency in terms of Essential and Nonessential. What departments would need to be functional, no matter what and what would they need. If you're just starting, this is a way to make i…
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We have a few departments that operate 24/7. We've tried it a few ways and determined that a regular schedule just works best for us. So we have employees that work 7A to 3P, 3P-11P, and 11P-to 7A. Just like a regular work week they work 5 days with…