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mwild3136

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mwild3136
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  • "Have not yet spoken to the employee. Thought I would bounce it off the Forum first. Good idea though." Ah! I would talk to her first. "Mental health time" could run the gamut from frustration with work and/or a co-worker & needing a chance t…
    in mental health leave Comment by mwild3136 March 2006
  • Hi Roger Have you spoken with the employee? I wonder if she was just being a little flip & doesn't know that this type of comment on a leave request form can start the fml ball rolling.... Mandi
    in mental health leave Comment by mwild3136 March 2006
  • I agree, I think it's the manager's job. That said, I don't mind stepping in & helping a manager out every now and again with this issue. And - even if it doesn't mean actually saying something to the employee - it sure means giving advice to …
    in To smell or not to smell.. stinky employee Comment by mwild3136 February 2006
  • Great advice, Lorrie. I agree, like it or not, it seems to be a part of our job in HR. x:-)
    in To smell or not to smell.. stinky employee Comment by mwild3136 February 2006
  • Hi Tracey - I agree with Smace, you should cover your bases & talk to your attorney about this issue. If you go the severance route - make sure to get a signed severance agreement from the gentleman (just in case you didn't know). That said, I…
    in Nudging toward "retirement?" Comment by mwild3136 February 2006
  • Never heard of it...
    in Employee Appreciation Day Comment by mwild3136 March 2006
  • Hi Paul Good to see you posting so much on the site! I think we need some more information from Rocky. If the applicant is an internal (already working for the company) candidate, then I can definitely see your point and would agree. However, if…
    in One for the Record Books Comment by mwild3136 February 2006
  • Rocky - did the harassment happen at your company or at a different company? If it happened at a different company, I think the worry of retaliation is mute. It doesn't seem reasonable to me that your company should be held responsible for the act…
    in One for the Record Books Comment by mwild3136 February 2006
  • Hi njjel - there isn't a regulation that requires a company to give applicants an application. However, you will run into trouble with the EEOC if you allow some applicants to stop by & fill out an application & not others - it starts to lo…
    in Walk-in applicants Comment by mwild3136 February 2006
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-21-06 AT 09:53AM (CST)[/font][br][br]A strong attendance policy would help you with this dilemma. We count the number of incidents and if an employee has two or more in a 30 day period we go to disci…
    in Is he telling the truth or using up vacation time? Comment by mwild3136 February 2006
  • I looked it up, a misdemeanor is "less than" a felony - meaning that his answer on your application is truthful. I'm not sure you want to go to straight termination - on what grounds? Also, why isn't your company doing background checks prior to t…
    in Misdemeanor conviction, sexual abuse of minor Comment by mwild3136 February 2006
  • Hi canuck - Here's something I googled on the web: [url]http://www.tnwinc.com/news/whitepapers/TNW_RLART2_CM.asp[/url] There seems to be a bunch of information online - good luck in your search!
    in Establishing Confidential Hot Line Comment by mwild3136 November 2005
  • I agree with your post atrimble. Why not let someone work through their two weeks notice unless afraid of some sort of "malicious activity". My process is this, case by case. x:-)
    in Gave Notice, has to go, pay for notice? Comment by mwild3136 November 2005
  • Hi mushroomHR - I've debated your question in my head a bit and ultimately I decided I would.
    in party invitation Comment by mwild3136 November 2005