mwild31
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"and they are now following up to determine if this has happened with other employees?? No one has come forward claiming anything. Is it okay to go through every employee in that dept. and ask "has Ms. Jane Doe ever discussed inappropriate sexual co…
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Interesting points, but I think, if I understand Don's post correctly, you walk into trouble when you bring the "9 months and 6 weeks" aspect into the argument. It seems to me that it's kind of like saying, well we won't hire this woman because she…
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You, as the employer, can not change and employee's time card. Pay the person their time & then write 'em up for not following instructions. Next year, make sure you get the word out at least a week in advance reminding folks of the "Bug" day …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-02-03 AT 05:31PM (CST)[/font][br][br]Parabeagle - did someone pee on your couch? x;-) (as in one of the episodes...)
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no need to be offended - just joking around.
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Nah - Ray's closer to Newman than Parabeagle...
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Parabeagle - hellooo George! x;-)
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Okay, but I get to be Elaine Parabeagle - not you! x;-)
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Whatever - well said.
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Agree all you want Ray, but I remember going round and round with our Jewish Chaplin about this very subject. He was firm, so we took the tree down (in the Air Force, we had to 'sanitize' the chapel & building after each service - the tree had …
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Parabeagle, not so my friend: "And, yes, I know that the tradition of the Christmas tree goes back to the pagans, or the druids or something - but the fact remains that it's generally considered a secular symbol." When I was in the Air Force, rem…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-02-03 AT 12:58PM (CST)[/font][br][br]"Although the Menorah is symbolic of the Jewish population's celebration of the Holiday season (and apparently honored by at least some Muslim followers), is it co…
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I have a similar situation with our employee and her coverage under Champus (?spelling) - as already stated - work with your insurance company - they are the folks that need to waive insurance coverage. Our policy is also very strict (which it shou…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-26-03 AT 05:28PM (CST)[/font][br][br]Globex. What is it that you are looking for? It seems the more questions that are asked, more of the story unfolds. If you're looking for advice, here it goes: …
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What's the nature of his illnesses? Do you know? Are they random days off here or there for medical reasons? Was it due to a major illness? Is he a single parent taking care of a sick child? I'm asking the questions, because I don't understand…
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Honestly, Popeye - I don't see any harm. It sounds from your post as though you have offered accomodation to those that object: 1) Ability to take a vacation day (they could take it unpaid too if they wanted too right? By letting that happen, …
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Thank you Don for the 'at-will' lesson. x:-) There's so many reasons for this person to let this ee go - and 'at-will' is just one of the many listed. Just pointing out another fact.
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I just checked - your state is an 'at-will' state, as long as your action can't be viewed as discriminatory (say the employee was 'plaid' and you want to let them go for the reasons you state - but you don't (won't) let others go for performing in t…
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A good time though to tighten up your reference checking authority policy. Maybe send out an email/note/decision memo stating who is authorized to give references on behalf of the company.
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I vote for "B" and your last suggestion - the others cost more than the actual problem.
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We include hours worked, paid sick & holidays for OT purposes.
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HRsage is right - change the information without question. x:-)
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Haven't read the rest of the replies, but we do pay for certification. Until recently, Washington State required that at least one person per department per shift be first aid/cpr trained - so we trained a lot of people. This rule has since change…
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which is why I included this in my reply as well: "For my reference checking I find the checks over the phone to be useless as a source of info on an applicant & I always have them fill out a release form so I can get more information." Karma …
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I stick to name, dates of employment, position & rehire eligibility (yes, if they're eligible, no if they're not - I do add to the 'no' response if warranted, for example: "no, he/she is not eligible for rehire for THAT position, but may be elig…
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our state is 17...
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For many reasons, hiring anyone under the age of 18 can bring about problems. I wondering why you would keep this information under wraps & not say something in the recruiting process? As Deez pointed out, when I was working HR in the customer…
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Hi scottofstead - he's causing trouble. There are new laws working their way through the state House & Senate that would prohibit smoking in public places - and I really believe it's only a matter of time before they get passed. As these law…
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Wow - I was off on Friday, so it looks like I missed this post - great job Parabeagle - awesome! For now on, every single thing you say, every piece of advice you give I will follow for you are a HR God!!!
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I would also let the "referee" know what happened immediately following the employment meeting. Usually, they (the "referee") like to stick with just the events that led up to & include the day of discharge, but I think you could find a way to …