hrdir03nafcu
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I have to agree w/ AJ on this. The many posters who said "NO" to putting out detailed announcements about an EE's medical condition are absolutely right: you're looking for big trouble w/ HIPAA. And to solicit such info, and/or signed releases fr…
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I didn't see the original post you're referring to, but I assume you're referring to the 26 April "Admin. Professional's Day". I'm with Dasher and NaeNae: we've morphed it into an EE Appreciation Day for all staff. We close the ofc early (1:00 PM…
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I'm not aware of any law, certainly not in VA, that would prohibit an ER from requiring disclosure. But I would recommend that you refer to criminal CONVICTIONS, not to criminal "activity" in the requirement, if you implement one. We do require jo…
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Nijel, There's no regulation requiring that you allow walk-ins to complete an application. In fact, I've always been advised by legal counsel AGAINST accepting even a resume from walk-in applicants: the reason being, that the ER and visually de…
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Bragaw, Wow, lots of conflicting opinions on this one! Not surprising since this is such a hot issue now. My thoughts are: 1) It's clear he did NOT lie on his application: so you can't terminate him for falsifying his application. 2) Unless …
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I have to agree w/ Pork on this one. I do not include EEs who are employed
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SMace: This was a HOOT!! Thanks for the humor. Your list is remarkably complete...with 1 exception. I would suggest adding: "SURPRISE POOP: masquerades as a fart...no further definition required. The ultimate cure for those given to CROP DUST…
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Java: Crazy indeed. I have to agree w/ Parabeagle-- the earlier sexual harassment issue is closed and should not be referred to in any action you take against this person for his untimely "unzipping". But, if you've disiciplined him for the same…
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Jrmvt and everyone: A couple of things about this thread I find slightly amazing. One is: several posts suggest either terminating this EE or "inviting her to resign" [and re-apply after delivery, taking her chances that her job will still be ava…
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My first thought about the situation you describe is that the employee must be very new to this (i.e., to the workforce)? I briefly describe our benefits to employees interviewing for jobs here, including what portion of insurance premiums they'd…
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We observe New Year's day as a holiday, plus New Year's Eve as a 1/2-day holiday (i.e., we close early at 1PM). For 2006-07, we'll be observing the 1/2-day New Year's Eve holiday on Fri, 29 Dec, in additional to the full day on 1 January for New Ye…
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A troubling dilemma! I think E Wart offers some good suggestions, but I would add a few caveats. EAPs, unless they are operated by internal personnel, operate "passively"-- i.e., the individual must take the initiative to seek help, the EAP wil…
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I would agree with Gillian that it is best NOT to make ANY reference to the end-point or possible end-point of employment in an offer letter. You DO want to clearly state that the employment offered is employment-at-will. That should be sufficie…
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I have to confess I'm not familiar w/ Deming's philosophy as to de-linking pay and performance. But I'm strongly in the camp of those who DO link pay to performance. In fact, we have sought to double the impact of performance on pay by implementi…
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My suggestion: "We regret your decision to leave employment with _______ . However, we hereby accept your resignation, effective . Regarding your complaints concerning your former supervisor, Ms. _______, I am in process of investigating these ma…
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We observe half-day holidays (official early closure) on Xmas Eve and N.Yrs.Eve. In 2006, we're giving the 1/2 day for Xmas Eve on Fri, 22 Dec, plus Xmas Day (Mon). So we'll also be giving N.Y.Eve on Fri, 29 Dec, as well as N.Y. Day. We are not g…
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Sue2: The "jackpot" is in my opinion a REALLY BAD idea-- not only a clear violation of your policy, and sponsored by the company, no less, but it may also violate laws in your state, as some others have pointed out. We admittedly go totally overb…
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I would weigh in with those who allow EEs to self-medicate (w/legal OTC drugs, of course). We make aspirin, tylenol, etc, available in a central location, EEs know where it's kept, and they are free to help themselves as they need. The one point I…
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My suggestion, raise the bar a littleon what qualifies as a serious issue by asking about DISCHARGE from a previous job for misconduct at work. For example: "In the past 10 years, have you been discharged from any previous job for misconduct a…
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Anne: Thank you for the invitation! I will be attending the AEIS/DC, and will look for your reserved forumite table Thursday AM. But it's only fair to warn everyone: I am NOT a morning person-- a conversation with me before 7AM bears a certain re…
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Marina: You may track/record work hours of exempt EEs in any fashion you deem appropriate. The issue would be around docking of their wages for hours not worked: you CANNOT dock an exempt EE's salary for a partial day's absence (unless it's under…
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The issue that I see here is that her resignation was VERBAL: unless she left her verbal resignation on voicemail, and you saved the voicemail, OR the supervisor was recording the live conversation (which might be a legal issue in itself, depending…
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I don't see a problem with the manager keeping a copy of the resume, as long as they keep it in their files and don't share it around the organization. Actually, I encourage supervisors to keep a file on their direct reports-- with performance rev…
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The DOL opinion ltr referenced by by RT2, or the summary in provided in FELI, would be the best source on this. The bottom line is that you may charge their accrued PTO or sick leave for the 3 hr absence. However, if they don't have leave accrued …
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I have to agree with the general sense of previous posts-- that this is a bad idea. I think having EE's kidlets "volunteering" turns on whether MA would buy a distinction between "working" and "volunteering", the issue of wages or no wages notwi…
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I would agree with most of what's said in the earlier responses. But I would emphasize that your next move should be to discuss the complaints with the supervisor and hear his side: you have not "completed" your investigation of the situation unti…
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You don't say in your post whether the last 3 directors resigned or were fired...? Are people leaving because they don't like the work atmosphere at the company, or are you having to fire people whose ethics don't measure up to the company's standa…
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Expanding a little on Rockie's point-- I would suggest that you not only include a repayment clause for the relo assistance, but also include specific language in the repayment agreement that authorizes the ER to deduct from the EE's final paycheck…
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Lisa: If we're looking only at the immediate facts that you cite here, I would agree with the majority of respondents that this person quit (constructively quit, if not explicitly). But I would offer a broader perspective: from the scene you desc…
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We have a merit increase and performance incentive program in place, tied to EE's annual performance review rating. It's set up to provide significantly greater rewards to people who do excellent work than to those who just do enough to get by with…