hhaynal
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We don't have a policy, but are thinking of implementing one. Just recently we were faced with a dilemma with a prospective candidate that we really want to recruit. His visa is due to expire and we would have to immediately begin green card proce…
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Just a thought.... If your customer is requiring that your employees have "successfully passed" a background check before being permitted onto their company premises, then I would think all you would need to provide to this customer is a list of th…
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Heed Don's advice. He is right on target. Don't forget, employer is RESPONSIBLE for providing a safe work environment for its employees under OSHA. We had a similar situation about a year ago where the mad boyfriend was coming after the estranged…
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Nicole, Good question! And good answers from the forum...very useful and informative for me. Thanks everyone!
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Gene, Can you ask this question prior to an offer? What I mean is, can you inquire as to their eligibility status to work in the US prior to setting up an interview? We are recruiting and interested in a Canadian as well but do not want to go thr…
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Workplace violence, sexual harassment, severe violation of safety policy, weapons on the campus, reporting to work under the influence, and there might be one or two others.
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It was in the news recently that a county courthouse outside of Philadelphia was implementing a regulation for all new employees to be non-smokers. In the news and papers for several weeks. As far as I know, it is still in force, but perhaps Crout…
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Sorry to chime in so late on the thread and you're not going to like my comment. Popeye is 100% correct. I'm not going to reiterate all the reasons why, but our discussions with outside counsel and DOL say the same thing. Just remember -- "12 wee…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-20-05 AT 11:52AM (CST)[/font][br][br]Our company has an employee directory, both in written form and on the company's intranet. Directory states employee name, department, cell number and desk phone …
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Susy.....if it was really Merry in the closet with John. Susy, being the pillar of the community that she is, lost her chair seat of the woman's auxilliary, also lost her job and her husband is on the brink of divorcing her. Her kids heard about i…
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Thanks for the input! Corp attys indicate that bylaws cover NP even if she is grossly negligent, but like both of you have noted, NP may suffer the liability up front prior to being indemnified. As a side note, yes we are self-funded. The dr at t…
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Just before I came on board with the company 2 years ago, the company conducted a survey to co-inside with an effort to make the company "A Great Place To Work." As I understand, a consulting firm was engaged to conduct the survey, talley the score…
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Our mfg site runs 12 hour shifts. We have four shifts, A, B, C, D, with A and C being day shifts and B and D being the night shifts. The workers work 36 hours one week, and 44 hours the following week; i.e. A shift works 36 hours this week while t…
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I like what you offer "(blank) resigned in good standing on (date)" since this is exactly what happened in our situation. However, I had to respond quickly and ended up offering, "The employee left the company on good terms" which was an accurate s…
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I like this! This might work for a compromise for those here at our site objecting to the PA testing. Thanks!
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I honestly see both sides presented by everyone here. Our company took the position as downthemiddle. We do the random and for cause but have left the post accident alone. The major factor was subjecting an individual to a pee test by the on-site…
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Not quite the same, but when I was in law school, we had an employment law clinic whereby individuals could obtain legal representation at no cost.
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I will try to explain how it was done in one of our departments. Went something like this: 1 Manager over shipping/receiving 1 Supervisor - shipping 1 supervisor - receiving 6 individual contributors s/r _____ 9 headcount changed to: 1 Manager o…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-16-04 AT 12:42PM (CST)[/font][br][br]I am looking up the section re misclassification of status and will get back to you with it. We are currently in the process of reclassifying exempts who should…
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Keep in mind that if this person you are changing from exempt to non-exempt worked overtime during the last two years, you will need to assess that amount and pay the employee accordingly. Can be a daunting process unless the employee kept a calend…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-16-04 AT 08:53AM (CST)[/font][br][br]Our company has a strict code of conduct that each employee must sign off to at the end of the year. The guidelines state that an employee cannot accept a vendor …
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We contract with a temp agency to fullfill all of our hiring needs, both office and manufacturing. The contract states that the employer will only reimburse vendor (temp agency) for successful drug/background checks; agency pays for failed drug and…
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My advice to you is to pick up the phone and call your attorney for a risk analysis regarding any decision to terminate. We recently faced the same issue and, depending upon the circumstances, an employee who has been in and out of rehab and still …
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Ray, You and I were out drinking last night and I saw you get totally wasted....hammered.....so rip roaring drunk you could barely stand up. And during our conversation you alluded to the fact that you may have done drugs recently. Next morning I…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-09-04 AT 08:28AM (CST)[/font][br][br]First tell me what you are more upset about...the fact that he lied saying he was sick and was not, obtaining allegedly forged dr notes, or he might have been in j…
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Christmas Eve - Friday, December 24 Christmas Day - Observed Monday, December 27 New Year's Eve - Friday, December 31 New Year's Day - Observed Monday, January 3, 2005
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Sorry it's a mess, but just cut and pasted from our document retention webpage for HR documents. Absence & Lateness Reports [Division Code: HR00001] Retain three (3) years Accident & Insurance Claims (report to Payroll from HR) [Divisi…
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I concur that you should contact the doctor's office and confirm legitimacy of the note and do not believe you would signed a signed authorization to do so. I do not agree, however, that you should require a doctor's note for one days absence. Gen…
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My understanding from your post is that all future hires are subject to a background investigation check, but that all current employees are being grandfathered in without the necessary of undergoing the background check. EXCEPT you have decided to…
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There is a recent case that just came out, Pa. State Police v. Suders, that held that an employee may assert a claim for constructive discharge based on sexual harassment under Title VII. Harassment includes not just sexual harassment but also any …