deniseE
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Do you have a short-term disability policy?? If so is she meeting the guidelines? It sounds like she's just gone. At minimum you could terminate for attendance, since she doesn't qualify for FMLA. If you're wanting to give her an opportunity...se…
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According to the FDCPA (Fair Debt Collection Practices Act) MOST creditors are banned from calling a debtor at work once the request has been made. However, if this is the only contact number a credit has, it will continue to be used. Does your em…
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BUT, if you required everyone to wear a red hairnet then supervisors could spot easily those that were not wearing one...it might reduce the number of violations.... just a thought?
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We don't do this...but my sister-in-law works for McD's and they provide her with 2 full uniforms and will replace the parts of those uniforms at no cost to her, as needed...BUT she must pay for any additional uniforms. and, of course, she is respo…
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We've had to call an ambulance more than 3 times in the most recent month for one of them. I agree that much may be out of the ee's control...and then I guess the question becomes how much distruption is the employer required to cope with? It's one…
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I hadn't thought about the FMLA angle...as far as I know, none of the ee's in question have applied or been certified as eligible for intermittent FMLA. Are we running into a problem because we are now "perceiving" these ee's as disabled (I think t…
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We actually have a few...which is why I left it general....one is diabetic, the other experiences severe asthma attacks....we have yet another that is prone to seizure. Since we're an office environment....we're really not looking at safety issues …
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If she's a good ee...I like the idea of offering the opportunity to increase her skill-set by providing some kind of ESL program. There is a nonprofit group...proliteracy, I think...that offers these kinds of services. You may need to make your job…
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The bottom line is DOCUMENTATION. Everytime you decide to terminate someone, imagine needing to defend the decision to the EEOC, or a UC judge, or whatever....if it doesn't stand up to the weight of evidence needed in these situations, then it doesn…
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We also have a number of camera throughout our buildings and the employees were advised of the installation. As Pork mentioned, you will catch some amazing ee behavior on tape; however, this is a sideline to the real purpose of the camera. Hopefully…
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Our EVP's are eligible for "bonuses" up to half of their annual salary. In the past this has been awarded 2 times each year, for 1/2 the eligible amount. Next year it will be just once for the whole amount. The amount is based upon each areas achei…
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WHOA! I'm still trying to recover from the idea that the now fired manager was complaining that his staff wouldn't violate company policy to sell his stuff!!!!!!!!!!!!!!!
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I can't find the exact case I'm hunting...but this was similar....I'll keep looking and send it to you when I locate it... Gillins v. Com., Unemployment Compensation Bd. of 633 A.2d 1150 Pa.,1993. Decided Nov. 12, 1993. (Approx. 7 pages) held that …
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I shared your post with our attorney and he reminded me that there was a recent case in Philadelphia where a city employee committed a similar crime while in uniform. I'm trying to find the case now...it may give you some guidance...
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I agree with parabeagle...if you have any written policies that provide for ethical behavior, or suspension of employment during a criminal investigation...it will be helpful. one other angle you may consider is that his absence, assuming he's not …
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I just sent you a copy of our draft policy...if you can't open it, please let me know.
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Thank you! I wasn't sure if Weingarten extended to non-union as well.
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Begin now and document...when she returns make the attendance policy very clear to her...have her sign something indicating that she understands and has a copy of your attendance policy. If you terminate now, it will appear that you're discriminati…
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I believe the ADA makes provisions for any employee that is perceived to be disabled by the employer...by acknowleging her personality disorder and making it sound like it impedes her ability to work, you may be giving her ammunition for an ADA clai…
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A policy defining acceptable behavior (specifically stating that stealing is Unacceptable) will help you with all employees. As with any situation, document the unacceptable behavior and terminate based upon documented instances of unacceptable beh…
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We're in PA too and did just "force" everyone to switch to dd....we understood that not everyone had a checking account and if they had credit issues, may have difficulty getting one...so we worked out an arrangement with a local credit union that w…
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This is such a tough area....on one hand you don't want to expose your company or fellow workers to any potential danger,....on the other, there is something to be said for getting in trouble, paying for your crime, and working to put your life toge…
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I have to agree with Don....if this ee is a "whiner" as you say...then he will be equally so on the outside as he sues you for wrongful termination. Document Document Document. follow your policies...and document some more. THAT is the key to succe…
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are you somehow obligated to purchase "services" from him? Is there a clause in his contract or agreement that would permit you to sever the relationship? Maybe you could get price quote for similar services from others and hold this up against th…
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Our system works much like the one detailed in the first post. We have a card in our name and charge business only expenses on it. We submit for our reimbursement and are responsible for any $$$'s not picked up by the company. Upon separation of em…
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Our dress code requires "closed" shoes for both men and women...this doesn't prevent ee's from wearing mules,sometimes you just don't notice...but we feel this will help cover us, in the event that someone is hurt.
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We define our executives by pay scale. Those that are eligible for bonuses are considered "executive"....the rest are just staff. : )
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AND I would hate to have any "advice" or commentary posted and then used against this boss!!!! Although he was entertaining....I agree that this is not the proper location.
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Could the letter simply say that pre-employment test results demonstrate that you are not eligible for employment? That way, it could be anything...and no privacy issues are violated.
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I have to agree that this looks like retaliation. You asked where your company went wrong... Do you have a workplace violence policy...if not, get one. If you do, did the Supervisor's actions violate that policy? If not, revise the policy. The of…