mwild31
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Good luck to you DJ - it's tough and no fun, but it has to be done.
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I agree with SMace. Address it in your company policy and then enforce it. I love when employees come in and 'know the law'. Sometimes they do, and sometimes the don't. Ask the employee what she is referencing & then check it out.
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45% of our employees are ESL, and even if it was .5%, unless there's is a bonafide business necessity (safety, giving/receiving instructions, reading patterns/layouts/drawings, training, Kaizen events, perhaps retail environments, etc.) to require E…
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Duly noted and I apologize - struck me as odd that's all.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-16-03 AT 06:15PM (CST)[/font][p]Now, after reading on another thread that students use this forum to answer homework questions, I'm a bit paranoid. This question strikes me as odd, in that an I-9 is …
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What's your current practice regarding this question? Is it a rhetorical question?
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[font size="1" color="#FF0000"]LAST EDITED ON 09-16-03 AT 04:52PM (CST)[/font][p]Hi HRQ If your policy does not state the consequences for failure to follow policy in this situation, I would do one of the following (otherwise I would follow the pol…
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>Policy states employees must call their supervisor in advance of an >absence. Our company does not offer bereavement leave. In order to frame my response - does your company state what consequences will be taken if the above policy is n…
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Here's a another issue - the employee may not get the refund they were counting on - or at least not in a timely manner. Long before I worked here, one of our employees wrote their name down on the W-4 in such a sloppy manner, the HR person at th…
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Been there, done that, it's a voluntary quit. Best wishes to the exemplary employee.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-16-03 AT 07:06PM (CST)[/font][p]See Don - it works! x:-) Our number is different than the other one's mentioned, but it works the same way (I wonder if our 800 is different according to region?) It's…
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You can call SSA's 1-800 number and check employees SSN's right now for FREE. This is infinitely less risker than turning down what may or may not be false documents. I don't want to mess around with the potential for myself or my staff to face di…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-15-03 AT 10:59AM (CST)[/font][p]I've been through the INS audit & as part of our agreement with INS not to subject us to fines, had to attend a 4 hour briefing on I-9 procedures. During this brie…
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I don't know, should they? I hate to sound facetious, but are you asking a rhetorical question or are you looking for advice?
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You can advance him pay - unless that goes against precedence.
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I agree with Parabeagle. I would approach the employee and do as others suggested and discuss the issue with the individual. On the positive side, at least it's not something he can deny - it's visible. Sometimes with body odor - the employee can…
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If they worked during any portion of the pay period that the holiday fell & the unpaid leave began, then we pay the holiday. Be careful though - if it's FMLA - you have to pay....
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Appeal hearings are usually generated when the parties disagree with what happened and the solution (i.e. employee wants UI and the company doesn't agree). I think you probably ran into problems when you accepted the resignation immediately, rather…
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Congratulations on being the first! Hang in there, stay fair & consistent, put your foot down when necessary & enjoy the ride. x:-) Let us know how the situation shakes out.
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Now that you know the legal stuff - what are you going to do about morale and hiring practices?
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[font size="1" color="#FF0000"]LAST EDITED ON 09-11-03 AT 06:51PM (CST)[/font][p]"I think there are many, many applicants who have no idea what questions shouldn't be asked and what information needn't be volunteered." You know, I agree with this s…
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Usually, when I receive these types of resumes, I eliminate them based on stupidity of the applicant, rather than any other reason. Which I guess is discrimination too. I hadn't thought about blacking the information out, but I will consider it.
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Since it was a direct quote from George W. Bush & it struck a cord with you to send it to everyone, then let that be it. Yes, it will offend some & the rest will not be offended. Bottom line is that I don't believe it can be construed as d…
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It seems to me that just about the only time the ADEA could be an issue is if your going to fire this employee & replace with younger or if your going to demote her & replace with younger - based on age alone. Hopefully, the mention of her …
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Wow! Thank you to all who contributed to this thread - by this information alone, I've just justified why the forum is an important tool to our company and the HR department. Again, many grateful thanks x:-)
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What's interesting to me is that basically, the model I've described is something that other businesses, namely Microsoft, does follow. I would be interested to know the "why's" behind why it shouldn't be followed either through first hand experien…
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Hi Celeste - I'm not a big fan of explaining why the employee is not a "good fit" with the company as it can lead many people astray in their termination discussion, i.e. debate, comparison to other employees, snide comments about management styles,…
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Hi blw In your situation, I would go back to the drawing board a little. How many jobs has this person had in the last 5-7 years? What's his average stay at each? Do the jobs he held in the past reflect upwards movement (i.e. job titles, pay, et…
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Short answer, in my opinion, no. It would be hard to prove discrimination in terms of Title VII protections and such based simply on requiring the male to wear a collared shirt. Also, companies can set the dress code. Styles do change however, so…
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I thought that INS audits were very rare as well - almost an urban myth - but they do happen. Two weeks after I started in this position, we had an audit ( a first for the company as well). I've done both, I-9 in the file or, as I do now, in a sep…