mwild31
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Man! I hate these types of questions because they always walk a fine line between a person's personal privacy & the fear others have that if they do nothing, they'll come to regret it later (i.e. someone gets hurt or the person in question gets…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-30-03 AT 11:53AM (CST)[/font][br][br]I haven't heard of it - I did a quick search & couldn't find anything - contact the Oklahoma Department of Labor to verify, the numbers/email are located on th…
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Hi amwkim Honestly, in my research, and God knows, I'm not an attorney, I can't see anything that specifically states you can't ask for the doctor's name and phone number. In fact, within the context of the Washington State Human Rights Commissio…
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Thank you psrcello - you're post, whether you know it or not x;-), expanded on why I didn't think "protected status" would apply - even in a FMLA situation, the employee still has to follow attendance procedures & by not following them - risks t…
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Hi CajunQueen! How is New Orleans this time of year? Don't panic. I'm assuming that there isn't anything in her med. file that might state she can be away from work or on a reduced work schedule & she's somehow misinterpreted it's meaning x;-…
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Here's what I would do - I would go back to your attorney and ask him/her what they're afraid could happen should you terminate now instead of waiting. This may help you understand "why" the hesitation from the attorney & help ease your mind in…
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We don't. Here's ours: "To qualify for Holiday Pay, employees must have a minimum of 90 calendar days with the Company on a full time basis. If a holiday falls during a pay period in which the employee has not worked and that time is unpaid, the …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-24-03 AT 01:23PM (CST)[/font][br][br]Hi SandiF - Don's right - there isn't a Washington State law that states you have to pay for holidays - unless it's in your policy, then Washington does state that…
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Leslie - I share your frustration on an almost daily basis - your examples and mine follow the classic lines of entitlement vs. benefit issues facing HR and management. I won't kid you, when they surface - they irritate the heck out of me, but afte…
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Safety - I'm so sorry. Sometimes I want to wear the button "People Suck" at work - it's an element that we have to deal with & I'm sorry it happened to you & the people it directly affected. Hats off to you & the other manager for your…
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I agree with Hatchetman - it's a non-issue. I don't think HR should aspire to any higher a position than any other employee - the rules should be the same for all. If this happened at my work, unless the employee was a 'problem' employee in regard…
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Yep - I'll send our sample to both of you.
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I agree with Don and for a number of reasons, sometimes it's necessary for the company to rearrange workweeks rather than pay OT. You've got both sides - good luck in your decision.
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Hi JM in ATL - How exciting for you! I'm happy to hear the review went better & that your boss wants to give you an assistant! Great news x:-) So here's a couple of things, hopefully others will add to it: 1. Hire this person as an administ…
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I've done a couple of Leadership Training Classes as well as several others - as dumb as this sounds, it helps people right from the get go to understand who else is in the group. I usually try to keep the groups to about 15-20 & set up coffee/…
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I'm late in getting into the discussion, but just wanted to add my two cents. We do charge interest on loans to employees; we end up charging about what the banks would charge for a personal loan. We have the ee sign paperwork & we create an a…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-16-03 AT 02:17PM (CST)[/font][br][br]Pork - just getting back to work after a couple of days off & saw your reply. The Myers Briggs Indicator, in my opinion only, is a bunch of junk. I too was i…
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I've taken the MBTI several times & it's a bunch of bunk. The scores can be easily manipulated by the user. Better assessment, that I firmly believe in, is Profiles International. Much better & the scores reflect how consistently the user…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-09-03 AT 03:26PM (CST)[/font][br][br]My question is: why an employee would show you the confidential voluntary card in the first place? From my brief research (and CA forum folks would know better…
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Clarkbar - I worked for two years as a HR Manager for a retail environment that among other things, sold cigarettes & alcohol to the public. The cashier was wrong not to check the ID, pure, plain and simple. The former employee is claiming ent…
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My suggestion is: don't take the time to address this issue. It's a playground issue pure a simple. She'll get over her cough & her co-workers will just have to put up with it until she does. Move on the the more important stuff.
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Hi bamahr - Don's response is awesome (I'm going to copy it!) Don't get caught up in her game - she's outraged she was written up & she's trying to fight back anyway she can. You can't convince her that 'they' were right in writing her up &a…
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What's your discipline policy? Does it state you have to give written warnings - does it state that you have to give verbal ones first - what does your policy state? Luckily for me, (disclaimer: I'm not in a union/public employees enviroment) - I…
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Well, I think WE have all made our positions clear, I wonder what the original poster did indeed do. Original Poster - what was your decision?
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Yes, blw, if I spoke with the employee and she completely denied it, I would not make the call. Unpopular and from the sounds of most of the posts not what a 'caring person' would do, but I wouldn't make the call. I would however, explain the EAP …
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Again, my point is, I would want to talk to the employee making the accusations first, before I took such a drastic action as calling the authorities. If they came to to me first, then I would do all I could to help that person call or, perhaps, ev…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-03 AT 07:04PM (CST)[/font][br][br]IMHO, I would never report something I heard through the "grapevine" without going directly to the source. Further, I wouldn't involve my company in this issue un…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-03 AT 05:38PM (CST)[/font][br][br]Great - I'm going to modify my policies and procedures to include that all gossip will be reported to the authorities regardless of its veracity. I will further s…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-03 AT 05:15PM (CST)[/font][br][br]You're kidding - you would actually report what you heard second or third person through the grapevine no less to the authorities? What if this poster doesn't wor…
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Absolutely - report it! I too would report anything I heard second or third hand, through the most reliable source known to human kind, the grapevine, directly to the authorities even if it involved potentially taking a child a way from home and di…