mbeam
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Interesting dilemna - 1) I'm assuming that she didn't take a ship directly out of NC so that means she would have had to get to the dock whether it be by car (in which case she should have been wearing a seatbelt and sitting up in some form) or by …
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If possible, would look to separate the two as agree with some of the other posters who have indicated this not to be a qualifying event. Can she take vacation time or an unpaid non-FMLA type of leave?
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Has a past precedent been set with anyone else in a similar situation?
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[font size="1" color="#FF0000"]LAST EDITED ON 03-31-03 AT 07:53PM (CST)[/font][p]We have run into this on a few times when someone is out on disability leave (thank goodness we're fully insured). We pass along the information to our insurance carri…
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We used a similar case to the one referred to above (might be the same one) in a recent legal update session presented to our managers. It definitely was an eye opener when we indicated that not only was the plaintiff awarded $12 million from the f…
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We experienced this when we closed one operation and moved it to another location. We made the announcement and gave the timeframes for when it would happen along with a severance and stay packages. We based our selection for who stayed longer on …
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Interesting debate. Any thought to covering this via a phone call versus face to face? I agree as would be hesitant to meet in person as they may try to get their job back. However, think the line of thought that why not answer a question. At …
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Is there an issue of work not getting done? Sometimes people equate time spent at work with work being done. If it's that big of a deal to this individual could he or she talk to the person about it? Often you find out the job the other person i…
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Interesting post. No input yet but will ask our managers for their input. It's another of the generational things and won't go away soon. Kids are getting cell phones at younger ages and IM and text their friends far more often than phone calls a…
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For us the best giveaways have been tied in to time off or gift cards based on input from our team who operates in a sales environment for individual incentives. Other things we do that are more team oriented tend to center around food - pizza part…
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Along these lines, anyway that you could implement a "smoke-free" environment at least inside the building to promote wellness?
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Tough situation to be in especially if you have a vested interest in the company. Does the President realize the impact on morale and possibly productivity? Have you done any surveys? If it's anonymous and people are truly honest then how the fee…
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Thanks for the input. We're going to monitor the situation. We have controls in place (although am sure someone clever could figure a way around it) that track our samples and orders and work in another department so it's a "self-audit" of sorts. …
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Looks like it boils down to two different questions - the legal obligation and question of "if it was my child, I wish someone would have this chat with them." Do you know what the consequences would be if the individual is caught smoking? If they…
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Would bet that we all run into managers that want us to support them in firing a team member. What typically works well is putting it back on them and usually start by reviewing the facts (and when applicable the documentation in the files). I a…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-20-08 AT 11:18AM (CST)[/font][br][br]Have you thought of sending her an exit interview through the mail with a signature required? We do this in the rare occasion that we miss doing an in-person inte…
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We don't have an anti-fraternizing policy per se but we don't allow it when there's a direct reporting relationship. Our managers are well aware of this and it's documented in our handbook as well as discussed during legal updates with them. I can…
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The other area you'll want to review is your medical insurance plan to see what it states as requirements for coverage. One option to consider is putting her on COBRA for the hours and continuing to pay the employer's portion of the coverage. Do y…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-20-08 AT 12:55PM (CST)[/font][br][br]Interesting dilemna. My struggle would be with this happening outside the workplace and at a non-company sanctioned function. That potentially opens a Pandora's …
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Since coming into HR, have made a few changes starting with pulling the two drink tickets from the budget for the holiday party which almost cut the cost in half. For the last couple years, have sent around a "reminder" the day before our holiday p…
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Good points raised from prior posters. Something you'll have a better idea of than any of us is whether you need to also factor in the perceptions of fellow co-workers if he were to be let go (ADA/retaliation considerations set aside)
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Had this happen with a previous employer where a message was sent around about a meeting and my bosses name wasn't on the memo but rather my new bosses name. It was for a large employer and don't believe it was done intentionally. Mistakes happen …
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[font size="1" color="#FF0000"]LAST EDITED ON 09-25-07 AT 11:16AM (CST)[/font][br][br]Not an area that I'm familiar in but my immediate reaction if that happened at my employer would be to advise any team members receiving this request to direct the…
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We do them before making the offer to confirm the information they listed on their application ties in with what the records show. Infrequently do we have discrepancies and only pay attention to convictions as they apply to the job itself. We refe…
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You've probably checked into this already but was she working independently on Saturday? Wondering if there was approval for her to leave after 4 hours or if there was some pressing need that came up preventing her from working the full day. Sin…
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Our program is pretty easy to administer & well-received. We allocate 8 hours of PTO time for people to use during the year and have left it pretty broad (i.e. field trips, helping with fundraisers, etc.) Not everyone uses it but would say abo…
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Having learned the hard way by jumping to conclusions too quickly would back up a step. How do you know that the MM was in the files? Is there an eyewitness to this? Would then have a chat with the MM - perhaps start off by indicating that you …
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We started off as business attire then moved to corporate casual now are casual 99% of the time. Our business has grown and stock price has risen. In our handbook, we have "jeans are good!" as it's an incentive for our team to meet our sales goals…
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If they're wanted for a felony and on a wanted list think that supercedes privacy laws but am not an attorney. You wouldn't be divulging information relative to their medical history.
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Agree with NeedsCoffee's assessment. Get it in writing that this is based on her request due to the demands of the current position. You are then accomodating her request to transfer to a different position that better suits her skill sets. Seems…