jimlegal
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One thing leads to another, and the seemly innocent interview evolves into an interrogation! Better safe than sorry. Don't allow the interview. ALL information must come from HR. Our policy is "all" information about employees or former employee…
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Off the top of my head I think it maybe thirty (30) days to dispute and one (1) year to file a lawsuit. Please find the entire text of the FCRA at: [url]http://www.ftc.gov/os/statutes/fcra.htm[/url] Hope this information helps.
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K_Lynch has a prime example that State Agencies do make mistakes. MsLady please do yourself a favor and double check the information.
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Sounds like you may have the correct information. However State Agencies have been known to get it wrong too. I would still make a second attempt to verify the information by atleast one other source. Was this an offer of employment contingent on…
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When you say State Department, do you mean the official agency within your state or the State Department of the United States? Is this department in a position to provide you a copy of the documents they relied upon for the information? If you hav…
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For what it is worth, I would have another company check the background as a check and balance on the first company. We have had background checks come back wrong before. If we received a second verification, then we would terminate for false info…
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I am with a union representing employees of the airline industry. Hope this answers your question.
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We have been advised by counsel that we do not fall within the definition of Employer in Section 2(2) of the Act. Thanks for the question.
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Do you have some sort of confidentiality policy that includes salary/wages? From your post, it appears that this person may be discussing her salary/wages with others. We strictly prohibit this type conduct here, have included it in our confidenti…
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For futher assistance below is the Texas statute copied from the Labor Code: § 21.120. Use or Possession of Controlled Substance (a) An employer does not commit an unlawful employment practice by adopting a policy prohibiting the employment of a…
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Texas is an at will state. Your policies will dictate your actions. If you have a zero tolerance, drug testing policy then termination is in order. If you don't and have no other reason for termination, then be extra careful. Although Texas is a…
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Taking the scenario as you have describe it, I suggest that you contact an attorney in your state that practices employment law. Documentation for the employee & employer most times is a good thing. It keeps the records straight and helps with…
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Inappropriate is enough said! Regardless what the person may think in their mind or feel in their heart, inappropriate activity with children is NOT TOLERATED! This is such a sensitive issue that you cannot afford to not take action. Besides I am…
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This situation requires "immediate" attention! Being aware of this inappropriate conduct, especially in writing and allowing it to continue is tantamount to condoning the conduct. The risk level with this type situation in todays climate is OFF TH…
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Agree with Gillian, but why open the door. Don't give a reason for not hiring unless you absolutely have to! Keep looking while keeping others under consideration? Just thought I would share my two cents....
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[font size="1" color="#FF0000"]LAST EDITED ON 03-14-03 AT 03:09PM (CST)[/font][p]In today's climate I'm not so sure any job is really safe! Seems to me that although you have been with this company for sometime you have a trust concern. If you can…
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Yes...
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[font size="1" color="#FF0000"]LAST EDITED ON 03-13-03 AT 11:37AM (CST)[/font][p]Agree with Gillian. Our position is and has been that the employee has the choice in California. Good luck...
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For what its worth, it smells like fired to me. The employee will probably file for unemployment and other benefits if available in your area. Beware that in the administrative process when the facts are revealed, it may lead the employee to seek …
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Okay, don't keep us in suspense any longer. What did you decide to do?
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As for the I-9 you may wish to review the information on the following link which addresses your question. [url]http://www.immigration.gov/graphics/howdoi/faqeev.htm[/url] As for providing false documents or information to the Company, that is an …
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In Texas we offer no paid paternity leave. Our research did not reveal any Texas statute which required paid paternity leave. We do allow employees to use their sick leave days and vacation days if they wish, for paternity matters. Any days not i…
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For what its worth... Our ratio is 1 to 75. Hope you find this information helpful.
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Order forms are usually accompanied by the product for sale. We have not experienced alot of literature being placed on the table. Usually it is someone's child trying to sell something for school.
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Like AnneHa, we too have a no solicitation policy. Our solution was to have the order form left on a break room table and anyone interested could sign up, purchase, etc. We have 70 employees at this location and this seems to work well for all type…
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Agree with Parabeagle. Treat it like any other fragrance matter. Good luck...
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We use ADP file number.
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I would be extremely concerned not only about the employees health, but the health & safety of fellow employees. You have the right to ask for a medical examination provided it is job related and consistent with business necessity. You may wis…