deniseE
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To avoid this possibility we have all reference calls come through HR and verify only the dates of employment, job title, and will answer yes or no to the "would you re-hire" question. We realize that this does not help the prospective employer out…
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You may be able to use a basic Ethics policy and tailor it to your specific industry needs...
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Agreed...ultimately it is the responsibility of the supervisors to enforce the safety regs...so begin to document...they'll fall in line...
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HR Hero just covered this...check the main page! : )
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One of the other issues that has come up as we were drafting a policy...and I think I found it on this site...are the camera phones...generally...NOT a big deal...but we deal with confidential client info that could lead to misuse if in the wrong ha…
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We use a rolling leave accrual system...so you don't get all your days upfront...when we have employees near -0- leave availablity, we place them on "leave restriction"...it forbids any kind of leave except in a medical emergency situation, which mu…
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I can certainly understand the cost factor...many of our employees here are in the same situation...the entry level jobs still require full business dress (suits/ties/dress shoes) on a much smaller salary than the executives. We've found ways to wor…
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Do you have a policy regarding "remote working"? We also just had an employee have surgery and while she cannot drive, she is able to work...so she's been doing some work from home...she's using intermit. FMLA for this... a lot of it is trust in t…
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maybe you could offer her the opportunity to resign with a couple perks and a confidentiality clause...get rid of the problem and she's out of a job she hates.... what is the rest of the workforce morale like?
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We work in a secure building, so the security guards bear the major portion of personal greeting and filtering. And we do have a secretary that handles the incoming calls both internal and external. For a majority of us, it's not really an issue.
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my point exactly!!!!
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Don...I agree 100%....every policy we draft I try to imagine defending and enforcing it...and with some of them...it's just impossible... one of the drafts requires managers (in the first round it was employees) to notify HR of all "amorous interde…
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I guess an example of a policy under debate is the "weapons" policy. We provided a list of prohibited items....others feel that we'd be in a better position if we said simply "weapons prohibited". Our attorney believes that the more detail we have, …
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I believe it depends on the laws of your state...in PA we may only consider convictions.
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We offer similar solutions. Because some of our areas operate 24/7/365 we are able to have ee's "switch" holidays....for example some work Christmas so that they can have Yom Kippur off. It works well for us...
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I'm not sure what we pay, I know that we receive a volume discount...it was cheaper than a 3rd party service.
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If you indicate on the application that falsification of any information is cause for termination-you're correct; however, you have to weigh the delay against the possibility of sending a convicted felon into the home of your client. AND if you adv…
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I think that is a fairly low number... I wouldn't be surprised if some of our employees average well over 50%. If the work product is good, I'd leave it alone.
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I've been working on such a policy...but it's hard with so many different job descriptions!!! I'm having a hard time getting everyone on board with the idea.. I agree the more tangible the methodology the fewer headaches you'll have. good luck! …
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Our company does a picnic every year....all employees are given 2 tickets....the guest you bring is up to you.
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I would want their signature on a piece of paper saying that you had consent. I've become a bit cynical about "verbal" OK's.
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Our attorney had advised us that the case dealing with non-union ee's had been overturned... I guess nothing is simple!!! #-o
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Our reading of Weingarten is that Union employees may have a co-worker present, but that is not yet open to non-union employees. Whatever you decide, make sure that you continue the practice consistantly....or you will have a headache!
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we use the Kronos system...i don't have much involvement with it...but I'm not hearing many complaints either....
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Since it seems that you've spoken with him before, and you're just following up on paperwork, I don't see that it would be a problem...but to protect yourself, it might not hurt to have either the ee make the call or be present when you call.
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Then what was the point in complaining??? Is the alleged offense a violation of your policies? Is there a way to investigate "under the radar"? If you lose this ee's information (due to retraction) will you still have a case? If this is a matter…
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I'm still concerned by how unempowered you sound about your maybe authority to deal with this matter. The bottom line is that you have the ability to limit the amount of business time dealing with personal matters, such as job hunting... And you c…
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It seems that in addition to the surface symptoms, you have some underlying matters that should probably be addressed. Why so many looking for other work...or is this just a sad fact of your industry? Are there performance issues because so much ti…
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Our call center has about the same number of ee's as yours...we start rolling lunch breaks at about 11:30 and end about 1:30 so that the phones are always open...and yes, it may be busier during the lunch hour...but we still have people on the phone…
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We just had a similar situation, although it was a shorter time frame...we did call the doctor's office to verify the validity of the note...it just didn't jive with the story...the doctor's note did check out, well after the fact...after we termina…