lnelson
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- lnelson
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>Please, let's cut through the suspense. (1) What was the specific >act/ommission/offense she committed that would have gotten anyone else >terminated? (2) Do you have a written policy, procedure or rule >indicating that the sever…
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The infraction happened alittle over a week ago. My thoughts that I have relayed to the higher ups is we have enough documentation to terminate yet, the higher ups are relying more on what the lawyer is saying. They do not want to have a situation …
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Thank you that was my feeling also, but just wanted confirmation.
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Would this still be the case if the employee was in a protected class. I believe the lawyer is just being overly precautious.
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I agree with Don D. I would not decipher between essential and non-essential function. If more than one person is going to be doing that particular function all of their job descriptions should state that. Even if they only do that function occass…
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We are in the same position. We have been considering setting up pay rate ranges for each position. Once someone reaches the top pay rate and is unable to move to another dept due to experience with the position to not have performance raises every…
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The issue I am having with this is along with emailing company correspondence to someone? is that the ee is sending items that do not pertain to just her but also another employee and that seems to get into some sort of privacy issue, Right? or Wron…
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The e-mail was information pertaining to her and another employees working relationship it was addressed to both employees. It asked that we try and work out a resolution between them after a disagreement.
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>In your policy do you state that there is no presumption of privacy >with e-mail, Internet, etc.? In addition if your policy states that >the e-mail is for business use only, then you should discipline the >employee per your pol…
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Thank you for the information. I agree working in California is like "Oz" but, more like the HBO show rather than Wizard of Oz. There are sooooo many new laws and changes it is impossible to keep up with them then once you THINK you have it down i…
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I would very much like to receive a copy of the article. Would it be consistant with California laws?
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Thank you for the information I was anticipating doing it separately. Having read some of the law letters regarding enforceable arbitrations policies.
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I believe the only time you can record a conversation is when both parties involved are aware of it being recorded. Otherwise, it should not be valid.
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>I'm with Don D. You simply have an employee who's not doing her job >(which includes training the new person). I wouldn't cut her hours >unless she requests it. > >James Sokolowski >HRhero.com Even though the other empl…
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Prior to us having this person trained we discussed it with her stating the reason that it is a very complex job and that we wanted to avoid mistakes. She accepted this help but, when the person was understanding it alittle she disengaged herself f…
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The >person who made the comment said that is not what she said. During the >disciplinary she stated she said something to the effect of, I thought >I would regret working here, but I don't. The employee who was >present during …
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Thank you for your comments. The issues are different basically the employee was speaking to a very new employee in a different dept. stating "if she wasn't regretting taking the position here yet, she will" the new employee was alittle taken abac…
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Valentine, Would it be possible to email me a copy of your computer usage policy apparently, ours is a little weak. Thank You. [email]Lisa@amberwoodproducts.com[/email]