mwild31
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You're not violating the ADEA if you have a business necessity to do a criminal background check - you just have to let the applicant know you are going to be performing the check & have their signature for authorization. Maybe I'm just strange…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-03 AT 11:48AM (CST)[/font][p]Actually - our policy works best for us - it's not an issue people try and split hairs on & it's pretty easy to enforce. In our environment, we don't want them on,…
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Dang - I keep forgetting to put my "I'm a private organization and therefore responding from a private organization perspective" disclaimer on my posts. If I add it to my profile - do you think I'll have to keep saying it?
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Here's mine: Cellular Telephone and Devices Cellular phones are not allowed during work hours, except for emergency use or under special circumstances with prior approval. Work time must be made up before or after work when calls are made during …
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Ritaanz hit it. Try to stop the upper management folks from making a decision based on the fact that there is a woman and man involved here - and it looks as though the man received favorable treatment. What you have here is simply a staff account…
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From the post, I really don't see any legal issues, but then if your truly concerned, contact your employment lawyer. I don't think what you have described is discriminatory (after all, there's really no protected class issue here) as much as I thi…
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I agree with Deez and the rest. I do agree that this is a 'study' area, but I look at it more as a study area for HR folks in the profession seeking advice to real situations & as a special bonus, there is usually follow-up on the part of the p…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-06-03 AT 04:27PM (CST)[/font][p]Okay - from my limited time on research - it would appear that Florida follows the Federal rules in regards to FLSA. The federal link that probably applies is (it start…
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Man! This has been my life at my current position. Most of our employees have achieved the "Lead" title simply through time on the job & not necessarily through a talent for leadership. I'm in a situation whereby HR really is an independent d…
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Spoden - does your company have a policy on providing employee's with copies of their personnel folder? Most policies state that the employee can review their folder, but not have a copy. Go to your policy manual first to determine if his request …
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Hi SJ I hate to say it, but you committed a cardinal sin in the world of HR: You compared your wages to another's wages & demanded more money. When I face this situation with employees, I basically say to them, get over it, work harder or lea…
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I think it's interesting that you bring this topic up. I know SHRM is trying to fight that battle with the Lawyer organizations - I would do a search on their efforts. I think there are terrible HR people out there, just as there are terrible lawy…
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Hi Tish - I would put a notice in and ask - some religions don't celebrate birthday and others simply don't want to be bothered while their working.
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xclap Couldn't have said it better myself! I'm just happy to know I'm not the only ornery HR person out there x:D
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Hi LeeR Fortunately for me, I have not gone through some of the stories mentioned, but of course that could change in the next 5 minutes, tomorrow, etc. What's very interesting to me is how people define threatening behavior which could quite poss…
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What is your position within the company (HR Manager, HR Director, etc.) and who do you report to (CFO, CEO, etc.)? The managers may consider you one step above, but the executives may not.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-01-03 AT 06:28PM (CST)[/font][p]> >I want to make sure that I have grounds to release this individual. >Do I? And if I do, can somebody, please, explain the process of >termination for…
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I'm embarrassingly good at internet research.
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Hi San Francisco! Here's the link that spells it out: [url]http://www.coworkforce.com/LAB/WageOrder22.pdf[/url] It's on page 7
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DJ - don't apologize - differing opinions on this particular topic is all. x:-)
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Hi PAhr - we don't really disagree - I think they need to find out who's the culprit, I just wouldn't do it in secret. In our company, we state in our vision statement that we will treat all employees with dignity & respect. That being said, I…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-01-03 AT 11:44AM (CST)[/font][p]You know, in Washington State, you can have surveillance cameras installed - however, they can't record sound. Just double check with your attorney before proceeding. …
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You've received good counsel from the other posts, it's exactly what I would do if I were in your position. Sealed envelopes are fairly bogus, because once it's in the personnel file, the employee or manager may ask to see it.
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because I can continue to enjoy George Carlin...
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Thanks for your responses - I feel much better x:-) ps - I still wouldn't let an employee post that particular piece in the workplace.
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Nope, I wouldn't allow it and I would ask them to take it down. You know what really bites? I love George Carlin and now I have to question it. While I appreciate his straight forward approach and freedom to say what he wants, I don't agree with …
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You know, they may have submitted their Bio as opposed to a resume. A lot of exec's have to put a bio together for company promotions/websites/client relations. I might contact the applicant and ask for a resume.
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Employment dates are important, not birthdates or graduation dates.
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I agree with Marc. The thing is, if the employee truly is seeking out counsel - the attorney is just going to request the same information - and as a bonus for waiting, at least then you could charge for the copies x}>
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Marc, I was describing an alternative approach to formal performance appraisals.