lhill
About
- Username
- lhill
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
In the pre-meeting with the managers, the supv was very unresponsive, not because he would be shot down if he opposed the decision, but because this is the way he is. He does not want to take any responsibility for decisions. He was asked several …
-
We had the same problem. I sent an email to every female employee. For those who do not have email, I hand delivered a memo stating the problem. In it I described the problem, the cost to have it repaired, and the inconvenience to everyone. I ev…
-
Thanks to you all for the input. The ee has decided he is going to the EEOC since I wouldn't let him resign. Don't know what's up there. I thought that was for discrimination.
-
Let me speak for the over-60 females (I'm one myself). I cannot imagine being romantically interested in a man young enough to be my son. I've raised my kids, don't want to raise someone else's. I'd rather have an older man who has made his mark in…
-
I agree with everyone else. Fire her for this policy violation, and do it now. Otherwise, a simple warning might keep her on board into another quarter of unemployment benefits if she is able to win her claim. I just faced a similar situation, an…
-
I am fairly new to the forum, but I've always enjoyed your responses and the fact that you have a good sense of humor. Best of luck!
-
Here are a few guidelines I use: 1. Fill out the performance evaluation form using examples, not generalities (don't use "satisfactory performance", instead "sets priorities, meets deadlines, etc."). If the employee works for more than one supervi…
-
I've been out of town, but I want to thank all of you for your responses. For those who wanted to know how this came out, the ee is alive and well; however, he took some important papers from his office that should have been filed with the State ov…
-
You can't take it out of a check if you don't have a signed authorization in the ee's file. If one of our employees fails a drug test he/she is terminated, and we consider ourselves lucky to get by with just the cost of a drug test instead of a law…
-
We do not have formal severance policy, but we do make provision in our handbook for "pay in lieu of notice", at the discretion of our CEO. This handles employees who are terminated or who have given notice but we'd rather they didn't hang around f…
-
Did the employee furnish a doctor's statement to the effect that he had a serious medical condition or was undergoing intermittent treatment, or are you taking his word for it?
-
We hired a guy two months ago. Yesterday his wife told me that she was thrilled he was with our company because they had been looking for a company with insurance that would cover her upcoming very expensive operation. This was strictly gratuitous…
-
I think she will go straight to EEOC and file at least one discrimination claim, maybe more.
-
I would vote for going the temp agency route. In Texas temporary workers can file for unemployment even though there was a stated beginning-end to the employment. This is another thing you can avoid with a temp agency.
-
These are all excellent points. As far as "employer knew or should have known", I know that is true for sexual harassment (calendars, etc.), but I don't feel qualified to judge whether this is a health problem, nor do I think I should be expected t…
-
No relevance to her involvement in the mm. I just wanted you to get a little bit of background on her personality. Your advice is great. So far, her supv. has just treated the situation with kid gloves.
-
We pay for time off for DOT physicals and charge time (and cost of physical) to safety and training.
-
I would advise contacting your carrier of liability insurance and get their input. Also, you might want to add something to the effect that any injury sustained would not be workers' comp. Our company was going to set up a workout facility onsite,…
-
We hired an H-R consultant to analyze our entire salary structure. It was well worth the cost. Not only do we now have definite wage ranges for all categories, but we have a matrix to work with. It works on a sliding scale--the higher you are in yo…
-
We have a new "Tobacco Use" policy. It took the place of our "Smoking" policy to include the dippers and chewers. It addresses tobacco use while on paid status. I would be happy to email a copy if you are interested.
-
As another HR in Texas, I use Texas Dept. of Public Safety website which lists convictions. You can go to their website, [url]www.txdps.state.tx.us[/url] and register. Then you buy credits. Sex offender information is free.