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mwild31

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mwild31
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  • I thought it was funny, I really did x:D. However, in the event that you didn't mean it to be funny, I took the cautious approach as I value your input & didn't want alienate another forum person. Everyone's so touchy lately. I love New Yor…
    in Termination for a Felony Comment by mwild31 February 2004
  • Sorry Whatever - I'm terribly sorry. It's just opinion & no offense was intended. x:-)
    in Termination for a Felony Comment by mwild31 February 2004
  • True. Goodness knows Washington State is becoming the step-child of New York and California when it comes to employment law, but the problem here is that Washington State laws are not yet "cut and dried" in this regard and leave a lot to interpreta…
    in Termination for a Felony Comment by mwild31 February 2004
  • Interesting question & I'm a little fuzzy myself. I just received my Washington State Employment Law Letter, February 2004 and on page 7 & 8 they talk about whether you can use an applicant's criminal history against them in a hiring decisi…
    in Termination for a Felony Comment by mwild31 February 2004
  • I don't think you're soft LindaS - sounds like you handled it fine & hopefully the ee will realize this as well. What's the update on the med. cert. though? Is the ee going to provide the med. restrictions?
    in Employee Resigned Comment by mwild31 February 2004
  • You're right on target. The job changed, you gave notice about the changes & asked to have medical restrictions certified. He has "fmla paperwork" (unclear how this relates unless he's currently covered) in his file, but it doesn't sound as th…
    in Employee Resigned Comment by mwild31 February 2004
  • Wait a second! Who says you need testosterone injections to be wise and direct? Give me a break - boys x;-). That said, I too agree with (most of) the advice already given. x:-)
    in termination question Comment by mwild31 February 2004
  • In our company an executive simply means a manager that directly reports to the President/Owner. A manager has the ability to enter into working agreements with customers/vendors, sign contracts, establish department vision and processes, assist th…
    in Definition Comment by mwild31 February 2004
  • Don't know about Don, but here's mine: Reference Checks and Verification of Employment All inquiries regarding a current or former (Company Name) employee must be referred to the Human Resources Manager. No (Company Name) employee may issue a ref…
    in AHHHH! HOMELAND SECURITY ACT Comment by mwild31 February 2004
  • x:-) "I told him the employee's beginning date of employment and confirmed that he is still employed, but that he is deployed. I would have thought he might have known that already." Given the current scrutiny of our Intelligence Agencies, why am …
    in AHHHH! HOMELAND SECURITY ACT Comment by mwild31 February 2004
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-09-04 AT 10:57AM (CST)[/font][br][br]Hi Smace - here's the website to the North Carolina Department of motor vehicles: [url]http://www.dmv.dot.state.nc.us/[/url] I wouldn't make this too difficult o…
    in What would you do? Comment by mwild31 February 2004
  • There's no state law in Virginia that says a private employer have to provide a smoking area [url]http://www.gasp.org/cleanairact.html#any[/url] that being said, your company could go completely smoke-free if it would like to & any smokers woul…
    in Smoking at Work Comment by mwild31 February 2004
  • Well, let me see. We have a post from someone in Washington State with the screen name of HRHelpMe. It started off simple enough and then as time went on, we all discover that the original incident happened 4 years ago & nothing has really bee…
    in Employee on Employee Violence Comment by mwild31 March 2004
  • Okay - devil's advocate here. I only say this because I've been in this situation before numerous times & eventually all the ee's that came to me about 'snapping' or whatever, worked themselves out of a job. First, go ahead and follow through …
    in He said he might SNAP! Comment by mwild31 February 2004
  • Hey - I said it to "you have to let them go until they can provide proper documentation." I just didn't say the word 'suspend'. x:-) If you suspend, as we did at our company, give them a time limit. Our INS (as it was known about 6 months ago) ag…
    in I-9 and Document Discrepencies Comment by mwild31 February 2004
  • Here's the number to call: 1-800-772-1213 (it's a regional number, so they may redirect you or they may not - also this number is dedicated to this service, meaning you won't disturb folks when you call). You'll need to give them your EIN number a…
    in I-9 and Document Discrepencies Comment by mwild31 February 2004
  • Hi 2284103. We've talked A LOT about this topic on the forum - do a search to get more in depth answers. Short response, it is up to you to verify the documents supplied to you. You can either visually inspect them or go a step further and contac…
    in I-9 and Document Discrepencies Comment by mwild31 February 2004
  • You know, I don't think you should make her situation a big deal. If you want to keep her, then meet with her & discuss your unhappiness with her performance. Talk with her so she understands that the music issue is now a non-issue, as you di…
    in Can't make her happy! Comment by mwild31 February 2004
  • I echo the bullpucky statement from Parabeagle - having gone through it myself with L&I in Washington State - it's no free ride - if there are problems - they'll write you up - even if you invite them - & you'll have to comply. Getting a le…
    in Safety Meetings Comment by mwild31 February 2004
  • Oo, good point - please amend my response to say go to your worker comp. carrier for the inspection. Thanks FHR!
    in Safety Meetings Comment by mwild31 February 2004
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-05-04 AT 11:58AM (CST)[/font][br][br]Hi Kennedy - Welcome to the World of Safety. Here are my assumptions based on your post: The safety program at your company is either new or poorly run (which y…
    in Safety Meetings Comment by mwild31 February 2004
  • x:-)
    in Up & Downs of Credit Checking Comment by mwild31 February 2004
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-06-04 AT 02:13PM (CST)[/font][br][br]No problem. It happens here a lot.
    in Up & Downs of Credit Checking Comment by mwild31 February 2004
  • [font size="1" color="#FF0000"]LAST EDITED ON 02-06-04 AT 11:39AM (CST)[/font][br][br]Actually Don I am a decision maker in this process (I'm not some Office Manager or pretend HR Manager - I am an executive) and if I didn't think that my analysis w…
    in Up & Downs of Credit Checking Comment by mwild31 February 2004
  • Thanks everyone for your help. After weighing the pros and cons presented here as well as with my other network of HR folks, I decided to advise the company against credit checking. Mainly due to the fact that the company, even for its size, does …
    in Up & Downs of Credit Checking Comment by mwild31 February 2004
  • Thank you for your help. I've been researching the topic all morning & have my letters: Pre-Adverse Action, Adverse Action, FCRA Authorization Letter & Pre-employment inquiry authorization release form. In my research I did find lots of '…
    in Up & Downs of Credit Checking Comment by mwild31 February 2004
  • Hi ritaanz! Let me guess, the Pres & VP want the letter to go out - as a sort of vindication - since they are the main topic of the letter to board. Maybe they are embarrassed or maybe they feel indignation that someone would do something like…
    in Anonymous Letter Comment by mwild31 February 2004
  • I'll take a stab at this x:-) No, you would only record illnesses/injuries that occured during the year - for the entry that occured in 2002 - you would just update your records. Here's a link to help you out: [url]http://www.osha.gov/pls/oshaweb…
    in Another OSHA 300 question Comment by mwild31 February 2004
  • Sorry - this is what I meant to say x:-) From the DOL: "The form is to be displayed in a common area wherever notices to employees are usually posted. Employers must make a copy of the summary available to employees who move from worksite to works…
    in OSHA posting help needed Comment by mwild31 February 2004
  • Your obligation is to post it in a place that's readily accessible to your employees. Also, make sure you post the 300-A, not the 300.
    in OSHA posting help needed Comment by mwild31 February 2004