pecohr
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FLAhr, there is lots of speculation build around not enough info. Before we can give you useful info you'll have to answer some of the questions asked here. Was the pincher an adult, was the pincher the owners brother, etc. or as you can see you ge…
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I would recommend taking away or at least modifying the Supervisors ability to override your attendenance points system. There should be clear and specific guidelines for what counts as an occurrence and the Supervisors should live to them. Consista…
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I think if you do a search on the net for "union avoidance tactics" you'll get some good info.
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Margaret beat me to the punch on this one but I'm in agreement with her and would also like to point out that if you are not a union shop you are ripe for the pickin'. I would bring this info to the next meeting and explain that if they wish to con…
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If you've given clear documented direction then this is a performance issue that should be addressed accordingly i.e. disciplinary process
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What a wonder tongue in cheek response to a person who views on life can be somewhat rigid and preachy. Just my .02
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I ask for the nature of the emergency and usually thisend the conversation.
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I keep it simple; Is this call of an emergency nature, no, call them at home... period.
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I was thinking the same thing as Denise. What does the employees vehicle say about your company? We used to have a salesman that drove a lime green Gremlin which was always dirty. When we addressed with him that we wanted his car cleaned up, insid…
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I alway seem to end up with the receptionist... as a direct report anywayx}>
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I'm curious, what if the information floating around is blatantly incorrect or the Union is only giving out portions of the info?
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I agree and would explain to this ee that there signature and exceptance of this company policy is a condition part and parcel of their continued employment.
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I offer the following advice with regard to your challenging ee: be alert to rewards or reinforcements this person might receive for his bad behavior. People sometimes find odd things rewarding—for example, any attention (even negative attention) …
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I'm a little late getting to this one but have a question. We require all requests for transfer/s to be in writing from the requesting employee, do you? You could forward that document to the Employment Dept. as evidence.
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As usual I'm am impressed with the information provided by the members of this forum and please know that I will take all of your advise and comments to heart. Ok where did I leave my thick skin and STFU coffee cup:-? Thanks, Stuart
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Blanche, Excellent comment I will direct it to the appropriate people. Thank you
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Don D. I was hoping you would ring in on this one. xpray Like everyone else here I value your input... and to the rest of you LR guru's that I don't recognize I also value your comments. Stuart
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Thank you I appreciate your input.
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I also meant to ask if you use behavioral interviewing techniques? If not search on the web "behavioral interviewing" for information on this process. I've found it to be pretty successful in rooting out behavioral issues. good luck,
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I think the key here is a good reference check. People with current bad behaviors probably exhibited them in the past for former employers. You might want to consider farming this function out to a service that does this function in depth, they can …
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Wow! what a precedent to set at your company... what would you do if the rest of your female staff started doing the same thing. You wouldn't be able to tell them no because you've established that it's OK in your workplace. It would be a scheduling…
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If you have people using needles or any tools that have the potential to come into contact with blood or OPIM (other potentially infectious materials) at your company then you should have a bloodborne pathogen program in place. I researched on the i…
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I direct managers to use the following criteria when making decisions about suspected alcohol abuse situations: Manager should directly observe. Do not rely on rumor or 3rd party report. Manager should have specific current observations concerning a…
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I would like to add that if you do not discipline now the Union will throw this in your face as a past practice the next time you want to legitimately do discipline on another ee for a similar problem. Do the appropriate discipline now and deal with…
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I'm curious, what do you think was the reason for the thefts? Do you have new union related activities going on, or do you think this was an opportunitist looking for identity theft information or just customer contact information. I realize you m…
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I agree that I would want something to happen but I think that I would, as the individual involved, screen print the website pages dealing with the slanderous or libelous (I can never remember which deals with printed vs verbal material)item/s and s…
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I have in the past requested that a manager (usually on a PIP) bring the performance items that they will be discussing with ee's to me first. We do a role playing exercise with the manager using me as the employee. I have found that by challenging …
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I recently ran into a similar situation with an ee wearing high heels (often refered to as hooker heels)x:-8 in our manufacturing facility. When I talked with her about them she said that she had no problem walking in them and that they were her pre…
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I have a question... is the change being implemented as a legitimate business strategy or because of someone high up in the company wanting it. I think you will encounter resistance and a perceived taking away of something from the ee's as indeed i…
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Explain to Perry Mason that you have investigated and have credible evidence to support your disciplinary actions. His responsibility is to improve his performance as directed or seek other employment. You do not have to and should not give him the …