mwild31
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cwells - so glad you asked that question! I just finished a meeting with my systems team (a group of managers) and tomorrow I'm going to present a plan that eliminates performance appraisals, as we know them, at my company! That's right folks - we…
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"I understand the obligation to the company, I am an avid proponent of those obligations. Perhaps I am angling for an acknowledgement that a bigger picture role exists that holds ees and ers to a higher duty. That if we were all held to suffering th…
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I agree with others, I don't think there's a chance for a lawsuit. Mistakes happen, they happen to all of us and I would be lying if I didn't tell you that early in my career, I made them as well. The important part right now is to learn the lesso…
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I've looked at quite a few sites and I don't believe this situation is a qualifying event, however in New York, your rules might be different. I would contact your insurance broker & have them do some research for you. Also, you can hop on the…
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When did you let the employee go? Usually, the UI office wants to see termination for insubordination occur same day. You can appeal the decision by the UI office (after all most are just clerks deciding what they think is best given their experien…
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That's the red flag I thought I was seeing. The employees are indeed performing the same tasks for charity as they would for their normal duties. Do you know where I can find the reg. in the FLSA?
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Don't do it. It violates HIPPA. If your having problems with people calling in sick & you suspect some type of cross contamination - call in the experts. Call OSHA, your local health department, etc. and have them inspect your working environ…
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There's a whole other thread going on right now about At Will - is your state an At Will state?
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Sandy - I'm scratching my head here. If you want to hire someone new, do it. Out of curiosity, why would you continue to employ someone who is not working out ONE MORE day, let alone the entire 30-day period?
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I like ours in that it describes the behavior & not a list of weapons: Possessing a firearm, explosive or other dangerous weapon on Company premises or USING AN OBJECT AS A WEAPON;
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I was just teasing you - it's good & I'll probably add it to mine during the next rewrite to specifically deal with concealed weapons.
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Marc - did you just change that policy to include concealed weapons x;-)
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Here's our policy: Violence in the Workplace We are committed to providing employees with a safe environment in which to work. It is with this in mind that we have adopted a policy, which strictly prohibits threatened or actual violence by our e…
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In Seattle, it's about an 18% to 25% average increase. Our benefit plan did change slightly, in that there is a deductible this time around, but our employees were fully aware of the increasing costs (thanks to company wide meetings, newsletters, pa…
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Kymm I just went through this process and our increase was 11.5%. It didn't start that way though. To renew with our current coverage we were looking at a 39% increase (the insurance company didn't want to sell the product any more so they raised…
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Certain employees love nothing better than to make threats - so you're going to have to sit on this one until the threat turns into reality. It sounds like you did the right thing with the investigation - document everything - make sure this manage…
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RebeccaAnn - be careful - Washington State has it's own set of laws regarding this issue and they often grant more consideration to the employee than federal laws. You should read through some of the Washington Employment Law Letters Online to enha…
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I'm not a fan of the 360 format, but if your company insists on using it, then people should sign their names to the feedback - the manager/supervisor giving the review signs his/her name - why not the others who are contributing? Just some thought…
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Dang, I guess I'm going to have to start adding my credentials. Just kidding - leaves me out.
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Question to all: should we all post our credentials after our posts?
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As someone in favor of terming the employee - let me outline my thoughts - not to start an argument - but just to present some of my reasoning: This is a situation where business necessity collides with employee advocacy. 1. The employee wants to…
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JM in ATL - I agree with everything you say, but not in the order of which you present it. My experience falls inline with Pork & Don D. on this issue. I would term the employee after ensuring we would not face any legal hurdles. THEN, I would …
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I agree with Marc on this issue. As I read your post, it sounds as though a meeting took place on company property to investigate this issue, the accused admitted to the act (also on company property), and the corrective action (switching shifts) w…
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Sorry Pork - it's going to Dong again. Hi mjuliano - please don't fall into the trap that I too set for myself - taking advice too personally. It took me awhile to get myself out of this mindset & it was kind of difficult along the way. The f…
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Hi blw! At Will has not been amended to protect certain classes - At Will applies across the board, in states that allow for it, to all employees. The documentation comes into play, at least for me, not to 'cover ourselves', but to make sure we ar…
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Couldn't agree more Don D. You hit the nail on the head!
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I believe in At Will & follow it every single day. A lot of people continue to think of At Will only in terms of what the employer can do to the employee & not what it also allows the employee to do - that is, leave "At Will". It's a mutua…
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Awesome news Parabeagle! I didn't know you spoke French x;-)
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Hi Kymm - I can recommend three books, "The Cost Management Toolbox" by Lianabel Oliver, "How to Measure Human Resources Management", by Jac Fitz-enz and Barbara Davison and "Pay People Right!", by Patricia K. Zingheim and Jay R. Schuster. In addit…
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It just so happens that this afternoon, we made the decision to let go of not one, but TWO employees for performance. I say we, because in our company, HR makes final decision, but I do it with the consensus of the manager/lead. It's tying the pai…