gillian2
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[font size="1" color="#FF0000"]LAST EDITED ON 09-19-03 AT 10:28AM (CST)[/font][p]Yes, wait for the complaint and request for documents to arrive. Since the EEOC doesn't know what they need they will ask for all sorts of stuff which is completely ir…
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Yes, lots of problems. You should research your state wage and hour regulations to find the one which deals with time records, rounding time etc. You should then try to determine how much is add on vs reduced time and try to develop some numbers t…
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But the world would be a better place if everyone thought like me.
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Nope, Don, you didn't just fall off the turnip truck. We just have a different philosophy generated by many years of experience. Since my 36 years is more than your three decades, maybe you will come around.
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Correct, Don. We lose something in our ability to foster good employee relationships when we become known as the place where people go to get fired. If we have brought this on ourselves by educating our managers about our ability to do things righ…
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Ditto to Crawfod.
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I bet that you can find a bunch of stuff on the internet. Try ASTD to start.
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It is not constructive discharge - you need some element of the employer knowingly creating the environment so that the employee would quit.
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The test suggested by Paul may, or may not, satisfy your needs - that is the problem with off the shelf tests. It sounds like it tests for things that are not part of the job description, so you may end up screening people out for unrelated skills.…
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No, they were always at the same time to my recollection. I don't think that separating them does much - employees will always join the two.
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I don't think that we will be forced to make accomodations. I think that employers will start doing business differently, on their own, because that is the only way to adjust to a workforce which is changing dramatically. There will be some jobs w…
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I agree what health care is #1. You can get some good information and trends from the Kaiser Foundation (nothing to do with Kaiser the HMO). It's scary. I think a good addition is retention - what's the point of hiring people like mad if it has t…
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The problem comes when that list, a book or website, becomes public knowledge and can be the source of someone using the list to stalk someone, for example, an incident which has happened to someone that I know. In that instance, the home phone num…
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I think that it depends on the website. If it is a site that the world can see I think that privacy concerns would be important. If it is a site that is limited and is nothing more than a phone list of employees accessible to other employees and m…
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Basically, you can define it any way that you want, subject to challenge by an enforcement agency if you ever get a discrimination charge. One extreme is to count everybody, no matter what, as an applicant. There are a lot of downsides to that app…
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Ask your management what the people-related problems are in their departments and what they are planning for their strategic goals. Then make your plans based upon what you find out. Your strategic plans should be based upon where the business is g…
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I think that the turn that the advice has taken - about your bills - means that there isn't much advice that can be given about the management issues. The GM is a lunkhead and there is no hope unless you hire a Super GM who fires the GM without not…
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I just don't like managing to the exception. Re. the restroom monitors - you don't spend a lot of time in the TV room do you?
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Are you saying that because you have one or two bad apples that excessive monitoring and lowered morale for everyone else is necessary? Why not just address the bad apples?
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Your idea about good faith is correct, however, the issue at hand is not a big enough one to get to court, even in our fair state of California.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-03 AT 09:17AM (CST)[/font][p]Everyone is probably correct that this employee was not coming back after vacation. I agree with the twin, though, in that it would have been better not to have forced…
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Bumping is a process as Scott describes. They are usually present in union environments or the public sector. A non-union company can have bumping rights by policy if they wish, but it is unusual.
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Unemployment in California is not a great deal different than other states - all unemployment regs favor the employee. Just go with your documentation, state the facts, don't get upset or argue and follow the lead of the hearings officer. You don'…
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There is a wellness organization - I believe that the website is www. welcoa.org That will give you a good start.
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This is probably an educational establishment or something similar where collegiality is part of the culture. Perhaps others who have left have had similar treatment. Having said that, I don't think it is a good idea, either. If the cord has been…
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My guess is he wants to soften it because it p-, oops, irritates employees no end and creates problems in recruiting when offer letters go out with the famous language or when the HR orienter person reminds the brand new hire, just to make them feel…
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Or smoked peyote!!
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No, it hasn't been repealed.
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Check some past threads on this topic. There is a wealth of information there which will help you.
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Tests are dangerous if not used correctly. You should research this category for some past threads on the topic.