hrbanker
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We don't count temps. We hire college students to work during the summer and many of them are back for a few weeks at Christmas or for spring break. I add them to my FTE's as 100 FTE's +3 temps, but we don't consider them when figuring turnover.
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What were you hoping to accomplish with the checklist? If it's to make sure candidates can work the hours you need them, you might try this. In our initial interview we state the hours of the job and ask if the candidate can work those hours. Wit…
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Now I'm sorry I'm not a member!
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I banking we are very specific. NEVER leave the building to chase a robber. We would rather deal with a loss of funds than a loss of life.
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Federal law prohibits deductions from pay if they would reduce the employee's pay to below minimum wage or if they reduce overtime pay. Most states have laws that limit deductions to those allowed by federal law or court order, or to those which ar…
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That's wonderful! You really have your priorities straight. I can honestly say I love my job. There have been good times and bad during my 20+ years with the company, depending on top management. During the bad times I stuck with it because I fe…
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Mike, I don't know that I would say this is a regret, because I learned a lot from the experience. I assumed when the manager said, "Yes, I've taked to the employee 5 times, put them on probation, and documented everything." that she really meant i…
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Was anyone with the supervisor during the termination meeting? If the supervisor did not thoroughly document his/her discussion with the employee at the time, it should be done as soon as possible while the details of the conversation are still rel…
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Just another way of handling the situation. We close at noon but give hourly employees the right to work extra hours during the week to make up the time lost. Some are happy to come in 1/2 hour early and work through lunch for a few days. We get …
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What about bringing up the subject in a more casual manner, such as: There is a possiblity you may receive minor burns in this position. Does that create a problem for you? Then you can see what response you get.
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It's possible the manager was intimidated... I would be if facing a 6'4" 275 lb upset employee. That might account for his failure to take action and call security. I tend to agree with you that letting them both go would lend credence to the idea…
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We are mandated to do certain types of training because of the nature of our business such as security and banking regulations, and we also do training on what constitutes harassment. I also provide training for managers in basic HR stuff... forbid…
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You might also try your state's chamber of commerce. The Ohio Chamber sells a book which outlines all the federal and state employment laws. And Don is right, M.Lee Smith publishers have an excellent state specific law letter. I subscribe to both…
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Sorry, I can't help you as I sit here all alone at 7:45 p.m. We rely on an alarm system with motion detector that lets me know if I'm in the building by myself or not. I can disarm at the front door and rearm right outside my office. It works pre…
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This just emphasizes the importance of having policies. Our workplace is very image sensitive and our policy is that if someone is arrested, they are placed on special personal leave of absence until the final disposition of the charges. The dept …
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We had a 4% merit pool last year and are budgeting that again this year. Actual increase depends on the employee's performance and where they fall on the salary scale. (Ohio)
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In cleaning up my desk, I ran into the SHRM Legal Report for Sept/Oct. One article covers hiring employees with medical conditions that could be a threat to themselves or others. The direct threat must be "based on a reasonable medical judgement t…
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This is complicated. Our policy would allow us to require a medical exam using a physician of our choice (at our expense) if there is a question as to whether or not she is physically able to do her job. Has she asked to be allowed to continue work…
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Our managers have "incident reports" for each employee. They record the good stuff as well as times they have counseling sessions with employees. After several non-productive counseling sessions, they call in HR. A written oral warning is documen…