hr92175

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hr92175
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  • I just had a similar situation. The employee was on leave for depression for 6 weeks but was not eligible for FMLA since he had only been employed for 8months. We spoke with an attorney and told the employee that we could not keep him on an indefi…
  • Not only that, but if you were to tell an employee he/she COULDN'T pray in the workplace, you would probably get sued for that too.
  • I don't see how praying in the workplace, especially when you provide a product that serves churches, is a form of harassment. As long as we discuss our culture with applicants on the front end, I think it is up to them to decide how comfortable th…
  • But who's discriminating?? Your chances of of being hired or promoted have nothing to do with your religion. Case in point - my former employer was a manufacturer of Christmas wrap, bags and tissue; the most tenured president was Jewish (sp?)so ob…
  • Well if you've got my back I guess I could keep debating:)
  • This is my last post on this, but here is the exact statement I make to applicants: given the fact that we serve churches and were founded on ministry, we consider ourselves a faith-based organization and often have short prayer before luches and m…
  • We are a private company and don't receive any federal funding. Like I said, I don't care what an applicant believes or doesn't believe as long as they are the best fit for the position and will support the company's mission and goals. Would you h…
  • Here's the deal - our product is sold to CHURCHES. Usually, churches participate in prayer and our company was even founded by a former minister who was looking to offer a product needed by churches. Our culture fits the customers we serve. I thi…
  • Oh I do. I've only been here a few months and wasn't used to this myself since I came from a typical corporate environment. My now boss told me about the discussion of faith in the organization and I was actually relieved. I figured any company w…
  • I bore easily...
  • I'm calling a truce - we can debate this until Christmas and you will never get everyone to agree. Let's move on to another topic:)
  • Ummm..there's a BIG difference between praying in the workplace and sexual harassment. You can't compare the 2.
  • It's the truth and better that they know upfront. Honestly, most people appreciate the fact we're a faith-based company and welcome the ability to pray at work
  • We are a for profit, faith-based organization. While we appreciate diversity as you do, I tell candidates in the interview process that we often say a pray before luncheons, etc. and if they are not comfortable with that, then this probably isn't t…
  • We've been working with an attorney the whole time so I hope I'm right. It's still a risky term, but if he sues, I guess it just depends on the makeup of the jury. How are things in NY? Can't you just hear my TN twaaaaang??
  • Thanks everyone. As it turns out we didn't offer the guy anything due to his recent behavior. Guess I was worried for nothing!
  • Well, it's not that we have anything to hide. He's completely taken advatange of the system and failed to communicate with us while out on leave (and he's not even eligible for FMLA.) The attorney tells us it's risky because the idiot jury will fe…
  • That's a good one:) I don't even know if this is legal