mwild31
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- mwild31
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It's amazing isn't it? I think we should start a grass roots campaign to educate employees and employers about who actually pays into the UI fund. I've included the information in my HR newsletter and in my management updates. Knowing that the em…
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I agree with both posts - in WA it would go towards the employee's favor. Whenever you choose to let someone go early - pay them through their resignation date.
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In WA State, they can not collect both (provided it's full time loss they are seeking and full unemployment benefits).
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We've tried telecommuting in our IT department - and the results have been pretty awful - both on the employee's and their manager. I too would be interested in hearing from others regarding their experiences and what particular type of job works t…
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This situation is probably bigger than the forum and you should immediately contact your employment attorney to discuss the matter.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-03 AT 05:50PM (CST)[/font][p]x:-) Actually, I sent a reply to your last response and that's the one I was trying to delete. You know, I'm not sure that there is an ethical issue involved here - m…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-04-03 AT 03:38PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-04-03 AT 03:38 PM (CST)[/font] tried to delete my latest posting to this thread ...
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I personally, would not get caught up in this melodrama. If you pull the supervisor in, she'll deny everything and want you to name names. Once the employee - who ratted the supervisor out about the conversation - gets back on the good side of the…
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Even if it's not in your policies, is it in your 'practices'? A company can say they don't have a seniority policy, but if they act as though they do when it comes to making decisions like these, then they do. Analyze this and see if there's a pro…
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Hopefully one of the legal eagles from the forum will comment on your question, but in my mind, again I'm totally open to people disagreeing with me, if they don't sign the confidentiality and it's mandatory for all employees to sign one in order to…
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Margaret's right, I had responded to another post and I had to edit my comments because it conflicted with Progressive Discipline and At Will. I love At-Will, it's a very effective tool for management, at the same time, when we don't 'warn' the emp…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-01-03 AT 05:38PM (CST)[/font][p]Wow - your honesty is awesome! Don't beat yourself up too much though. Knowing how you feel about this, you may want to institute a policy of some sort to ward agains…
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Do you have policies in place for dating in the workplace or ethics? I'm curious though why the rest of the employees would feel as though it was favoritism though? Policies are good not just for enforcement, but also education. When employees kn…
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I completely understand - I wish you the best of luck and at least you have the forum! x;-)
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Turbo - I completely feel for you and, alas, I don't have any knowledge of bait or ways to kill the smell as some of the other forum members (great information though x:-)). Unfortunately, you're in a pickle. It sounds like you called OSHA and t…
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Here's just something else to consider: I would terminate, however, when I have someone in the 'final written warning' stage, I investigate and decide to terminate or not the very same day. This is important in Washington State with Unemployment…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-31-03 AT 06:05PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 07-31-03 AT 06:04 PM (CST)[/font] Do you have a facility manager - you know - someone responsible for the look of the pla…
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Fortunately for me, I've never worked with unions (sad for my resume though x;-)). I just can't stand their politics and how they influence and set the laws in Washington State.
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:DD After reading your reply I realized that I haven't laughed that hard in a long time - 'egg sucking dogs' - I love it and I'm going to use it!
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[font size="1" color="#FF0000"]LAST EDITED ON 07-31-03 AT 06:08PM (CST)[/font][p]"telling our employees they really have no job security, b/c we can fire them for any reason (which we all know employment-at-will" really doesn't exist in our litigiou…
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simple answer, yes.
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Yikes! If it really bothers you, then take it to the CEO and explain your concerns in a professional manner and then it's up to the CEO to decide. If there's any retaliation from your supervisor, then honestly, you may want to find somewhere else …
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I'm so sorry that you're in this pickle. I know this won't help your present situation, but this is just another reason why I think HR should report to the President/CEO/GM of a company - to avoid this and other situations. Again, sorry to hear …
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I'm sure that a lot of people won't agree with me, but here goes: 1. I would make sure that your employment attorney is aware of this situation and your fears of a EEOC action/lawsuit. I would strategize with that attorney on possible scenarios a…
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Are you permanently eliminating the position of Director of Engineering? If you are eliminating this position, who's going to do the jobs/responsibilities that the Director did before the new candidate came on board? Is it the new candidate?
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I would like to ask a few of questions: 1. Why did you employ or promote the Director of Engineering without a degree in the first place, if now it might mean the end of his employment with your company without a degree? 2. Why is management allo…
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1. To cover discriminatory language in the workplace you should have an EEO policy and a Non-Discrimination and Anti-Harassment policy. In addition, if your handbook states what may consitute immediate dismissals - you should have something stated…
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I've had it happen so often with employees and applicants over the years that I think I have the Washington State Department of Labor and Industries, Employment Standards office telephone number memorized....x;-)
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I do reference checks pre-offer. We have the interviews, for some positions we do testing and then we do reference checks. The information I receive during the reference check is part of our evaluation decision process. We had an applicant for a …
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Good point. Actually, I wouldn't do either, a bonus or a hike in wages. It's use it or lose it in my opinion. Wages/work environment/respect for employees are usually good retention programs on their own. x:-)