deniseE
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I would be reluctant to base termination solely upon a "blind" response on a survey. If the information was that awful, an investigation should find concrete evidence and allow you to terminate without a problem. As for viewing the survey, I would …
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You must have a concrete methodology for layoffs...although I understand what your board is trying to do. As has been suggested, see if some of the older guys will take an early retirement. You may be amazed at how many jump upon that...but your co…
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One of the things you can do is get in touch with your state police. It can set up an automatic system for checking backgrounds, the information is often more reliable than "3rd party" outfits...and generally cheaper. Establish strict guidelines f…
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We have also sort-of implemented a full background check policy. Check my prior post on flubbing up the implementation of such policy for additional info. We too, work in a place that identity theft is a possibility. I would suggest a job-descripti…
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We do provide "special" chairs to employees that have a note from their doctor(employees are not permitted to bring in their own "equipment)...but the chair is the property of our Agency and will not go with the EE upon separation. We have enough fl…
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Termination is not even a question! As soon as we figure out who did it (and we will certainly want to know WHY!) termination will begin. Generally, our evacuations (we practice quarterly) are smooth sailing. In this case, we are theorizing that th…
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I've been now asked to see if this violates or requires us to report this activity under IRCA. I did find this: § 270.2 Enforcement procedures. (a) Procedures for the filing of complaints. Any person or entity having knowledge of a violation or po…
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That's much of what I was hoping to hear! Thank you...but any differences of opinion are welcome!! As for that other issue...so far no one has complained...but that's not to say that we don't have EE's seeking other employment and will address it a…
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One of the things to include is a statement about striving to ensure the diversity of your workplace. Expanding the places that you post job notices so as to attract a different or larger demographic than usual.
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It would be interesting to see your boss defend this practice in a litigation situation....he might not like the idea so much afterwards.
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I'm not sure what kind of business you're in, but if it involves health care, food work...or similar things, a Staph infection can be very serious. Depending on the type and location, it can be very contagious...so it is something to think about. T…
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If this employee was not among those working Sundays to earn the time and 1/2 pay...and she placed on her application that she would not want to work Sundays due to religious conviction, you are probably on safe ground to provide the exclusion. She …
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Even if the employee releases the name and number...your boss cannot call to confirm the appointment. If he does and the office releases that information, both of you could be in some hot water if the ee decides to sue! If you do not currently have…
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Our Temp to Perm conversions also start at zero. It's like they've been hired all over again. New period of probation, different health benefits, PTO, it's a completely different situation.
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Is Saturday a scheduled work day for this EE?? While I agree that it looks "bad" if Saturday is her day off...I don't think you can question what she's doing with it.
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We do have a policy that forbids employees from accepting directly any substantial gifts from both customers and clients. What we are trying to avoid are freebie hotels, dinners, entertainment. During the holiday season, we do receive gift baskets …
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I don't have a soft copy to send you...but make sure you include the reason for separation...and have it be something you documented and could defend if called to do so...include information pertaining to continuation of health benefits, what will h…
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We just recently dealt with a similar issue...execept that our employee had died. We determined that under PA law we could issue a check directly to the employees closest surviving relative provided the payment is under 5,000.00. Anything over that,…
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Your company is in a bit of a tight spot!! Although it's not an unusual one. Whenever you have people working together closely, the potential for it to become awkward is close at hand. In this case, would it be possible to adjust some job duties so…
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I don't know that any law exists that requires workers to be "healthy" upon reporting for work; however, your policies may include a provision that requires an employee to be "fit for duty"...if she is unable to complete essential job tasks...then s…
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How would you handle it if she had some other "temporary" illness??? Look carefully at your attendance policy...see what it covers and what it doesn't. If you find it lacking in guidance, it may be time for an update. It might not help you in this …
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ALWAYS get a subpeona. ALWAYS. It costs just about nothing for them to be produced and it protects you and the company. We are fine with a fax copy to get things started...but we do ask that an original be put in the mail as well.
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Unfortunately, I can easily see both sides of this issue...it should come as no surprise that many women in this position give up their jobs while they are attempting to become/remain pregnant. Your employee has little control over these appointmen…
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I would think that you're under some obligation to tell the employees, if for no other reason, than to help stop the spread of lice. I would not disclose which employee was the first case, though. Maybe your health department can give you some guida…
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As hard as it is emotionally, you must follow your policy on this one. My brother in law suffers from a similar condition-he was in a car accident at 15. He's now 40 and participated in many programs run through the state and several non-profit org…
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I would encourage you to put your "unwritten" policy in writing, and include an exception for unusual circumstances (this will leave you case-by-case flexibility). If you grant him the time off as vacation, you'll need to be prepared to do it for o…
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The policy, as written, is not clear...leaves a lot open. we do have ee's that drive company vehicles, although few that actually NEED to as an essential job function. we also have a payment processing center and certainly want to be careful not …
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None of our employees were told that this was being done. They were just pulled into HR one day and questioned about whatever came up. I wasn't involved in the process and didn't realize it was happening...EE's that had meetings were instructed to…
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Thank you...our attorney is involved...and we'll just see how this falls... I appreciate the backup....
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nope.