gillian2
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That's the typical "take zero risk" legal response. There is a risk to everything and my research said that so long as we stayed away from addressing group concerns we would be OK. There is a fine line of course, but I think that the risk of that …
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As usual, it depends on the culture of the organization, or in the case of my former employer the staff council (elected non-exempt employees) was a way of making a group who had been working in an abusive work environment feel like they had a voice…
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They won't feel any better when the committee is made up primarily of managers.
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Call the trucking company and ask for a new driver, or don't let the driver stay in your parking lot. You can't control who sues who, but your personal risk is very (repeat a dozen times) very small.
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What you can get away with depends on the Exec. Director. If this person can't say no and changes the rules all the time that is what you will live with unless you can convince him otherwise. Maybe you should have a discussion with the ED as a sta…
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To continue the response of Parabeagle - remember that when you get the charge from the agency, it will only have the employees side of the story. You will get to give yours as a response. No point in getting upset at what the employee says and th…
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Hire a high school kid to come in and spit on all the cars, then the spitter (if he or she is at your place) will become the spittee as well. Make sure that you take a day off - no, that won't work - then everyone will think that you are the spitte…
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Skelly hearings are for public employees in Ca. only. The process is nothing more than documented due process steps. Some public agencies have lengthy skelly procedures, others more abbreviated. It all started with poor Dr. Skelly who got fired w…
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I think so, too.
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I've used both over the years. The problem with the national surveys is that you have to trust that the data properly respresents local wages. I have always preferred the surveys that are local - perhaps you have an employers association - or to d…
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You deal with the behavior, not who feels which way. The behavior of the bi-sexual person is probably harassment all by itself, so you should deal with that, not to mention openly flaunting the policies that you already have in place. Never let th…
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Correct!!!!!!!
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Look at it as a risk issue. The risk of losing a lawsuit for a one year employee is minimal, especially if you have, or would, dismiss someone else in similar circumstances. If there is a lawsuit it will be a pregnancy one and you will have to dem…