hrdir03nafcu
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Not to put too fine a point on this, but I have to agree w/Leslie, AZ on this one. First, he's currently an EE of the temp agcy, and I'm sure that it is the temp agency's responsibility to communicate to you when he will not be reporting to work. …
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We do a similar number w/ our annual staff picnic-- those who don't go to the picnic are required to either stay at the ofc and work the full day, or use their leave. (We don't want it to just turn into a de facto 1/2 day off, and no one shows up …
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First thing, before you run a background check on existing EEs who were not checked when hired, or take any action on the findings from such a check, you should be sure that your policy clearly states how you would handle such an issue. We don't no…
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Since you say that no one accessed the individual's confidential patient info in your system, I'm assuming that you investigated whether or not someone did access this person's record, or have some way built into the system of verifying who accessed…
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Paige: Your description immediately raises my "wacko alert"! Anyone who would copy his reprimand/response to former co-workers, talking about "nightmares" sounds like a wacko to me. Unfortunately, if he really IS a wacko, it's probably a risky ma…
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I have to disagree w/ "Whatever", that "radios have no place in a business environment". I'm one of those who has a radio in my ofc.... albeit, I do have a private ofc, and I generally play it low enough that people down the hall are not getting t…
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Ihill + everyone: My thoughts are, 1st, if you're going to discipline the drivers, you should have something clearly spelled out in your Personnel Policies. Provided it's clearly spelled out in policy, I don't see a problem w/ disciplining a drive…
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We do have a number of cubicle workstations, and we do have a policy! I've pasted it below, directly quoting our Personnel Policy Manual... hope this helps. ******************************* "Decoration: Staff members may display posters, prints, p…
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Our solution to Admin. Professionals Day: 1) we close the offices at 1 PM on the Friday of that week, rather than on the actual day, to give staff a long wk-end. 2) we give EVERYONE-- not just our administrative people-- the 1/2 day off, recogni…
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Stretched and everyone: I faced a similar situation when I first came here. It was a long + bloody fight (and still, a few skirmishes come up from time to time) for HR to take control of the recruitment/selection process. HR won the fight here,…
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I don't think you're overreacting: what I don't see, though, is why you would want to continue working in this situation-- for a boss who overrules an existing nepotism policy, and for his wife, no less, and takes her side against her supervisor w…
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I have to agree w/ TN HR, "I don't take calls from these clowns". You will never receive a legit garnishment order by phone! Our strict policy is, we don't verify employment for any of our staff unless the staff member has authorized us to release…
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I'm assuming that this is an employment VERIFICATION (i.e., for mortgage or car loan purposes, or similar) and not an employment REFERENCE (i.e., a potential new employer asking about someone's prior job performance)? I'm not sure I see the point o…
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I agree with the general thread of the responses so far: all of our job descriptions include the magical phrase: "other duties and responsibilities as assigned by supervisor", and we do make use of it... though I have to say we've never used it …
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Congratulations, Sohappy..... sounds like you made the right + good decision. This asshole is an engraved invitation to a lawsuit as well as an HR professional's nightmare, and you don't want to be hanging around that particular barn when the "chic…
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I agree w/ the other replies posted here-- candidates do commonly ask that we not contact current supervisor, and we don't contact current ER w/o the candidate's permission to do so. The one thing I would add is that my SOP in these instances is to…
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I like DonD's suggested response for the most part-- it responds to the unhappy ex-EE's concerns by reaffirming the decision to terminate him-- without getting into any rehash of the reasons for the decisions. The 1 thing I might add to the parti…
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Nohr-- You're correct, of course, about docking of wages for hours that EEs did work. But if the real issue is EEs accurately recording their hrs worked, there's another route to go to solve this. As long as you have a policy that clearly states …
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Whatever you do, it's important to be careful that the issue of her personal life in no way enters into how you address the situation (--unless the situation itself veers into the FMLA area...) My recommendations: 1) If you didn't do it when payro…
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We've had a similar situation (i.e., pending discrimination charge) w/ an EE who was a serious performance problem... tho this was not a supervisor. We did let the individual go; and in this case, doing so did not adversely affect the outcome of …
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The info you present is pretty sketchy, but it sounds like there's some fault on both sides. As to whether the behavious is "abusive"-- as you describe it, I would have to say yes. Probably not abusive in any actionable way (unless the mgr was ab…
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I agree w/ Parabeagle's post, with the exception that I do think having a Probationary status for new EEs is at least a potential help in showing justification for terminating a new EE who is not performing. We do maintain such a policy, and I'm in…
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DonD-- if you lost 10 people/month x 12 mos, wouldn't that be 120 people, 120/100 = 120% turnover?? I calculate our turnover ratio as the number of staff who leave divided by the total number of approved staff positions in the organization (i.e., …
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In response to the posting by Crout, PA, I feel compelled to respond as one of the allergic types. I, too, am allergic to perfumes + colognes, and have often found myself coughing and choking uncontrollably in the presence of someone who feels it…
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Half and other listservers: I would be very careful with this!! 1)The former EE has rights under COBRA which you must respect--- inlcluding, (s)he has 60 days from the date of canxation of her coverage, qualifying event, whichever is later, to e…
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I have a different perspective on this. We are a trade association in the DC Metro Area, employing 65 staff. This question was recently raised by 1 of our staff, who wanted to go on his wife's plan, and just take the amount of his monthly health p…
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I have to agree with "Dasher" on this, tho it seems we are going against the general current of opinion. It sounds like your CEO is asking that a new/much tighter policy be enforced-- i.e., prohibiting dreadlocks altogether. And YES, I think you…
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I have to agree w/ Don D that this is one of the more bizarre ideas I've seen. What possible "business necessity" could you have to see every employee's medical records for every sick day they've taken? You might want to worry about HIPAA, as wel…
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We went through a similar change 18 mos ago, although with the difference that we went from 9:00 - 5:00 workday, w/ 1 hr paid lunch for all, to 9:00 - 5:30 workday, with 30 minutes of the lunch hour paid time (the other 30 min is not paid time) for …
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Vicky: I don't see the issue here?? Wearing of earrings by men has been well accepted in our culture for nearly 20 years now. As long as the earrings are tasteful, and not outrageous or flamboyant, I don't see any reasonable grounds for banning t…