pammcconnell
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I have to agree with TXHRGuy that you are setting yourself up for a disgruntled workforce. If a tech is not living up to performance standards after three warnings, then you need to ask yourself why. Is the ee simply unable to perform the job, in …
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There are a lot of HR companies out there that can help you with a lot of your questions and putting together a handbook. They can also help you with the trickier aspects of HR. For example, you need to investigate an employee for sexual harrasmen…
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Private sector employer need to employ 50 or more employees each day during 20 or more weeks in the current or proceeding year. The 50 employees include part-time and seasonal employees, but does not include temporary or leased employees. Nor do y…
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You say that employees are aware that they must pay for any lost tools etc. Do you have this in writing and do the employees sign it? If they do then I would include the signed copy with a letter asking for the return of the tools. If you do not h…
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I agree that compensation is often not the reason that people look to leaving a company. If this employee has been with the company for two years and is vital to the department, could it be that they expected to be considered for the supervisory po…
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I know that the State of Oregon states, $7.95 per hour beginning Jan 1, 2008 so that leads me to believe that wages earned in 2007 but paid in 2008 would not be subject to the increase. I would call your state DOL or look at their website, because …
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You need to adhere to your policy in this matter and not the reports of other employees. Just because other employees see him at out night, is not grounds to fire him. If you have requested doctors notes in writing with a deadline and consqeuence…
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Each year my company sets down with all the non-sales staff and sets goals for the year. For example an HR goals could be to start a company wide newsletter, explore new software options etc. Usually each employee sets 5 goals for the year and the…
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I guess the up side is that if the employee is not performing well you can threathen to call their Mother.
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Our policy states that only the use of hands free devices may be used for short duration calls only. We specifically prohibit the use of blackberries, lap tops etc. We have a lot of delivery drivers and here has been a big question if read only GP…
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Not only could his behavior be the result of a medical condition, but he could be burned out and bored with his job. Since this employee has stated that he does not want to retire, could it be that he is just being challanged enough? Are you able …
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The big questions then is, can I be an Evil Overlord for life and still be situationally benevolent? If so then sign me up!
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I have to say I am partial to Overlord for life myself. [;)] But I will settle for Queen.
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Do you think the threat is serious or just an employee venting steam? Do you think that if you talk to her that you might be able to resolve the issue and not be sued? If she is bent on suing, you need to be careful on how you address her, you don…
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My company has the same policy of insurance ending the last day of the month in which the employee terminates. We do deduct the portion of the employee’s contribution to his/her health care cost. Because we spread the cost out over 26 pay periods …
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Salary.com gives you nice job descriptions and salary ranges and education requirements for your area. It's a great tool to use to see what others in your area are doing. Human Resources Assistant I Provides support in functional areas of a huma…
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That is true, but the Supreme Court used the phrase " nonconformity to traditional sex stereotypes" that I think could be applied here.
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Recently there was an article on SHRM that addressed this. There is no explicit federal protection against discrimination for transsexual persons, and transsexuals are specifically excluded from the federal Americans With Disabilities Act (ADA). I…
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When your employee went out on STD did you require him/her to check in with you on a regular basis to keep you updated? If you sent the employee a letter explaining the STD benefits, you should have also informed them of their duties. If you gave …
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[quote user="4179993"] Woof. As a 28 year old, I am more than annoyed with everyone blaming the younger generation. My biggest problem employee group are people in their late 30's to mid 40's who have been in the carrot culture for too long and no…
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It seems to me that a lot of this frustration comes in when you're dealing with different generations in the work place. We have all heard the generalization about baby-boomers, Gen X 'er, etc, but there does seem to be some validity to it in this …
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I would recommend sending him to training classes on how to be an effective manager. I'm sure that there are many classes and or seminars in your area that would offer him the skills for working in an office environment that he seems to be lacking…
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I think not saying something to them sets a bad precedence. I understand the need to discuss issues if you need advice or if it will impact the company, but just as something juicy to talk about is never acceptable. I would remind them that even th…
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In Oregon an employee can authorize the employer to deduct regular payments for items purchased from the employer for the employee’s personal benefit. The guidebook, in your case is a requirement of the job and not a useful tool that some employees …
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I would have IT look at their computer usage. If the employee is posting this information during work time and using company resources to do it, depending on our companies policy, you may have grounds for disciplining that employee and bring these …
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I am very up front with people at work that there are a lot of things that I can not nor will discuss with them. When wanting to know the latest company gossip overcomes the best of them and we have a joke, that "I can neither confirm nor deny" tha…
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We celebrate birthday's once a month by bringing in lunch for everyone and have a treat of some kind. That way no one gets missed. No gifts or cards are exchanged.
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At this point you have no evidence of personal finical mismanagement other than what he has or has not told other employees. Does your company have a way to audit how your employees use the customer’s information? I would rely on any internal audi…
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My first questions would have to be why do you run credit checks on all employees, and what kind of notice do you give your employees before running them? Typically we run a credit report only on those employess who handle money or our IT Mangers w…
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You should check with your states labor board but the State of Oregon says "...it is the employer´s responsibility to track hours worked and to pay all employees on regular paydays..." You can not withhold pay from any employee becuse the manager …