lhill
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Sorry, I meant to type someone who is NOT going to come in to work. Friday fingers.
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Thanks, Don. I'm going to tell our supvs to by all means ask why someone is now going to come in to work, and I will reassure them that we are not all going to land in jail if they ask what the problem is. I'm getting a little tired of walking on …
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Thanks very much! This will help me a lot. LH
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We are an electric distribution company, and need to schedule our work. A common situation has started: Employee calls supervisor and says simply, "Can't come in today". Personal leave is supposed to be scheduled 3 days in advance except for emer…
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I take umbrage, too, HRGirl. I participate in both forums, and this is the one that has caused all the name-calling and whining. Grow up, Paul. Linda
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Cindy, would you be willing to share your medical exam policy? I have a situation similar to this, but we don't have this kind of policy in place. You can PM me or fax to 936-825-5179. Thanks! Linda
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Is she being rude, not a team player, moody, grouchy, sarcastic, egotistic, or something worse? It's difficult to address attitude without a specific something. I was at a workshop once and the facilitator stated that it didn't matter about person…
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I think it would go back to what your company policy says about computer usage. I can't believe the COO would bring that into the work environment whether he views it at work or not. Do you have a policy stating that IT will or can monitor Interne…
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I'm preparing for it by retiring in 3 years and letting someone else worry about it. Seriously, I think there will be people to fill jobs, and if those people are in short supply more jobs will be automated or streamlined or outsourced to other cou…
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Thanks, everyone, for your input. The situation has been resolved (happily) for everyone. I spoke to the new mom and found that she didn't know she had an option about location. I told her we have an empty office at present and she can use it. I…
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Thanks to you both. I do not have control over management training, so I can't really do anything about that part. The turnover isn't really an issue. The handbook and policy writing is a good idea. I do that anyway, so might as well get extra b…
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I agree with SMace. Resumes, like other employee information, should be kept confidential. Usually the only time the GM or a department head would have a resume is during the hiring process. Linda
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Our EA only works overtime when she's preparing for a board meeting, as many of us do. Other than that, she enjoys the liberty of being able to take time off for dr. appointments or leaving early occasionally as other exempts do. She is paid compa…
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The dissent is from another utility hr who went to a seminar on FLSA and was told that executive assistants do not meet the criteria for exemption under the executive portion. I do not arbitrarily slot someone as exempt, nor do I use the executive …
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She does pass both criteria mentioned by atrimble. I feel more secure now. Thanks.
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Our problem is that we have about 5 - 6 employees whose religion dictates that they do not observe birthdays or Christmas. What do you do about that? Should we have them sign a preference/permission slip when they are hired to address this?
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Requiring a drug test of 3 candidates (I'm assuming these are already employees who are being promoted) takes it out of the realm of random tests, therefore I see a potential for discrimination. I agree with making it post offer then moving down th…
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I agree, Larry. We do criminal background checks and three-year drivers license check. Linda
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We find it helpful to send a job description along to the doctor who is doing the physical. That way, the dr. can decide whether someone can lift and carry a 50 lb. transformer, or sit at a desk and lift a 6 oz. file folder. Some call it pre-emplo…
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In lieu of an understanding or policy that was discussed before he left for training, I think I would call him and see if he is being shipped out in the near future. Maybe he thought that once he left for basic training, he was out for the durati…
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Hi, SadeeBlue! I don't have a response to your question, but wanted to welcome you to the forum. Linda
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Sounds like a wise decision on your part, Don. Linda
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My take on tongue rings is that when a sales rep has one, it focuses my attention away from what he/she is saying. I find it personally disgusting (how do they drink hot coffee?), so I would not let an employee who interacts with clients wear one. …
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The Texas Workforce Commission says that the employee may file for unemployment and probably will receive it, even though it was a temporary arrangement with the knowledge and consent of both parties. Linda
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What about the other employees in the Accounting Dept? Are they being laid off or reassigned? I would treat the older eployee the same as the others. Linda
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I've read about FISH training, but havent bitten, so to speak. I'm a little leary of programs like this. I'm sure it is worthwhile, but investing big bucks to make this a fun place to work--please. Our employees would rather we invest that money …
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The only name calling I remember reading was "whiner", "liberal", "conservative", and possibly "southerner", which I am and proud of it so you can call me that all day long and I won't complain. Again, maybe I missed something. Linda
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Maybe I missed it, but do we have any idea what the posting was that offended someone's sensibilities so badly? If it was I who offended, sorry about that. Sometimes it is hard to reply to a question without getting down to the nitty gritty rather…
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I totally agree with everyone who states that we are supposed to be HR professional adults and if we don't like what we are reading, skip it and go to something else. The best thing about the forum is a chance to vent and get feedback from others w…
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I agree about putting this ee on FML. At the end of the leave if she doesn't return to work you may be able to avoid an unemployment claim.