mbeam
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If things had been going along fine, seems like another person posted that this may be in reaction to the layoffs. This is their way of rebelling/indicating displeasure from one of the areas they can control. Now, we can argue whether this is a pa…
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What was her expectation? In her mind, was she working for the President of the company as his assistant (falling under and other duties as assigned) or was she working for him as an individual with no association to the company. What happened wit…
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Also think of it in terms of "if it wasn't me doing this, would my replacement care about these people as much as I do". They may not be as willing to go that extra mile which can make all the difference not only to those leaving but to those left …
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Also, be advised that she may be late due to morning sickness which is covered under FMLA & easily certified by an MD so would tread lightly until the reasons for the absences or lateness are explained.
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Tough spot to be in - my personal choice would be not to post it - would rather explain the circumstances (HR is not in the wrong and wouldn't go out of my way to point this out but also wouldn't endorse the method used). I would prefer to do th…
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Some of it is lack of knowledge regarding this condition. You don't want to try & overcompensate now by specifically doing an update solely on this topic. However, if it's time for an annual safety/employee meeting than it could be one topic a…
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Would echo Marc's praise. I'm going to use this at our site also. We've also found that there are some people who flat out do not want to let go of the past and give someone a fresh start. In those scenario's we refer back to the issue at hand an…
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Sounds to me like someone who likes to be in the know and needs to feel important by disclosing information that isn't public knowledge to the public. What are his long-term career goals? Sounds to me like someone who is more of an extrovert in an…
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Does your new manager have some prior experience before this role? Sounds to me like he's veering so far one was due to a past encounter with perhaps and HR area that was biased. He's trying to overcompensate by making it more black & white. …
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Would agree and would ask - what effect did this have on the individual who brought it to your attention? Why do they care? It could be she needed a break and wasn't able to work a full day. We have PTO banks - they work great - eliminates the ne…
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Would agree with the posts that indicated not to disclose the reason why he is no longer there but would send the message about who to contact about projects he may have been working on. People are smart enough to pick up what likely happened (volu…
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Start the documentation process (not term yet) treating her the same as you would anyone else relative to job performance. What does her last performance appraisal indicate? Pregnancy is not a free ride for poor performance. The situation you fin…
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Would also take into consideration the view of how the package will look to those employees who aren't being terminated. Depending upon your company culture, this isn't an element to overlook. If you're known for being family friendly and don't …
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In addition to the town meetings would implement breakfast meetings (as someone else suggested too) and lunches with a much smaller group of people from different areas of the company. Sometimes people are uncomfortable getting up in front of a lar…
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Another reason why we have it listed in the handbook that these reasons are not all-inclusive. Another way to handle this is to take the opportunity to let her know what the antonym of beligerent is... why delve into this further when her best be…
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Some other good videos are: "In This Together" which discusses harassment and not just in terms of sexual harassment and "Keeping the Good Ones" which discusses keys to retaining associates that you want to keep. Other suggestions are on communica…
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Thanks for the advice. I agree that there are much bigger fish to fry. In the past have found that dealing with these minor annoyances (which often are seen as big hairy deals to those on the "giving" side of the food) upfront makes life easier …
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You'll want to have the documentation handy to back up the reason for their selection - their performance hasn't met expectations - especially if they are losing their job and someone less senior is keeping theirs. Another item to look out for is w…
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May be that she has a unique sense of humor and somehow didn't realize that it would be interpreted as anything but a joke. Now that it has been addressed would keep an eye out for any future behaviors along these lines since the ground rules have …
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It could depend upon the situation. I wouldn't suggest using them all the time especially for "gimme" ones. A few ideas for how to get feedback (1) offer a prize drawing for those completing the form - (free lunch, gift certificate for $15). Ea…
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It's a case of personal preference - for mine, I waited until we were past the first trimester to notify family, friends and co-workers. Once you make the call though, would recommend making sure that the boss is the first one to know in your workp…
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As others have pointed out, this is their problem to sort out. You may want to mention that the next time they do this that you would be happy to share your input based on experience as to what has and hasn't worked before it gets to this point. F…
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Would go along with the other posters on making the decision based on the job to be done not the person who would be filling the job. A challenging precedent would be set by allowing the tail to wag the dog. What happens if others not in a salarie…
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Do you have this on your job application? If not, you may want to take a look at some currently out there and run yours past an employment lawyer who can advise on how to phrase it for the state(s) your business operates in. By having a signed app…
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Depending upon the position we're hiring for, we've utilized this in the past (i.e. what would you do to revise the company newsletter?) We also look to see how much they put into it - creativity and research done on us before coming here. It's al…
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Would agree - you can pay now or later. If it's later, how many good people will you lose along the way - could be that people are leaving rather than faced with the prospect of working with this "star". Do you have notes from these meetings? The…
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It would be for performance. The individual is no longer able to perform to the expectations needed for the project.
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We received a 10.83% so judging from some of the other postings - we should consider ourselves lucky.
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Agree with Pork's comments. Other aspect I would advise checking into is whether she was formally notified that FMLA didn't apply to her. Thought I had seen something about a court case that indicated if a person goes out on leave believing that F…
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Yikes, my concern would be that it did impact the workplace since the former supervisor/friend arranged for a meeting on-site that also impacted work schedules. What a tough situation to be in as he may be accessory to the fact for not reporting …