mbeam
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[font size="1" color="#FF0000"]LAST EDITED ON 08-03-07 AT 04:17PM (CST)[/font][br][br]Thanks for the input. The hourly wage for the part-time role would create problems for the payscale pushing it beyond that of the best performers so we won't move…
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Do you do exit interviews when team members leave? We do and one of the questions we ask if why the individual is leaving - think this should get you off the hook. Agree with the other posters, I wouldn't send FML paperwork now. Think that has th…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-29-07 AT 06:36PM (CST)[/font][br][br]Absolutely investigate. There seems to be a strong perception of poor judgment on the manager's part at best especially if people think she fired someone due to h…
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We have this happen on occasion as well with people re-applying for the same position. What's worked well for us is to have a brief interview with them to see what they've done to prepare themselves for the role since their last interview. If noth…
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Couple suggestions: 1) what are her employee retention stats? 2) what is the turnover or transfers out of her dept./area? 3) if you have specific examples and have talked to those who have experienced her "coaching" tactics first-hand would encou…
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We have done this in the past - the con is as you mentioned. The pro to doing it this way is that if the person violates (am assuming you have some legal document that you'll be having them sign off on) it then you can stop payment.
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An add-on that we have found helpful is to also do an exit interview with the manager. We periodically have people reapply with our organization and that helps us to determine if this individual is someone that we would consider rehiring. We also …
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We have it separated like a few others mentioned. Our HR and Accounting teams work together. The financial stuff stays with the Accounting group and the new hire/employment changes, etc. are in HR. We too use ADP and it's been a very smooth proce…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-26-07 AT 10:08PM (CST)[/font][br][br]Then there would be an issue. However, would do an investigation to find out more. You list examples of favoritism - I would talk to her about it. You should …
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It's worth the call to the local attorney to get legal advice upfront. Good record retention question - worth looking at the length of time that you have to hang onto these type of records.
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Unless the cashiers are the ones driving away with the gas and not paying for it, can't see why they're the ones penalized for it. This is one of the lowest paid, highest risk jobs out there for robberies and injury. Good luck recruiting for more …
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Thanks for the feedback. You echo the concerns that we had in doing this and will go back to the HR consulting group that's working on our Affirmative Action Plan to show us where it states this is what should be done.
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Unfortunately, we fall into that category so are wondering how to capture information on race, gender and ethnicity.
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Sure, the OFCCP is the Office of Federal Contract Compliance Programs. They have a new rule in place as of February (with a grace period that ran out on May 8th) regarding internet applicants. Here's what I pulled from their site: How does this I…
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Have to say I don't like either term but our organization and CEO are pretty informal and have thought about doing away with titles. Picking between the two would go with supervisor versus superior.
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Would also encourage you to look at the broad picture outside of the traditional HR areas and ask for input from others on your area of responsibility. 1. What are the areas for growth? Expanded growth enables you to increase what you offer there…
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Would call him on it and ask him specifically what his expectations are letting him know that his work is appreciated and that the company believes we've recognized this by his rate of pay, recent raise, etc. There are few people that would say the…
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Thanks for the advice. I should have clarified sooner. You're right in noting that sometimes messages don't get passed along or deleted in error (have had family members do this to me or not recall the correct info). The folks we're talking abo…
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We have seldom used this for anything outside of job elimination. Would also be interested in more details. Depending upon the cause for the separation we would look at this as a considerations (i.e. job outgrew the person and no other positions a…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-13-06 AT 12:11PM (CST)[/font][br][br]Definitely agree - sometimes people seem to have the attitude that the company needs them more than they need the company. It's a rude awakening when they find ou…
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Agree with another poster that this should be addressed. What poor judgment on behalf of the COO that makes you wonder about other decisions they may make or what they'll say or share with team members, vendors or customers. Sounds like this ind…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-08-06 AT 02:31PM (CST)[/font][br][br]Would say 1,2,3 along with add's that other posters have made about being respectful of people regardless of title, sharing information, inviting input from team m…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-07-06 AT 02:07PM (CST)[/font][br][br]Thanks for your input. We were trying to sort out the best way to handle this. As you rightly point out, there are some that fall into categories that we would h…
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Would agree - the last thing you want to do is look like you're retaliating against a perceived whistleblower. I would recommend talking to the Police Department about this explaining the environment this is creating after consulting with your empl…
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A previous poster had recommended looking into short-term disability which is something I would definitely recommend. We self-funded for awhile and it was more of a headache than you want to take on (and this was prior to HIPAA). If you don't al…
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Something you and your attorneys are likely looking into - to me it's pretty simple - enormous lack of judgment on the part of the owner. It raises the next point about his ability to manage anything if he not only makes poor decisions like this …
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I'm assuming that they weren't paid for attending the party. Certainly agree that it would be worth having someone sit down with them and explain your expectations of conduct - could be they had no good examples growing up. Might want to point out …