pecohr
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Comments
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I think you are taking a large risk by giving this ee another opportunity to abuse a fellow ee when you really already have documentation that he is a risk... he should go now not after he stumbles one more time. While I am a firm advocate of last c…
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There are some states with state mandated provisions for "Care of a Sick Child" (non-serious health condition). I'm in Oregon and we do have this coverage under OFLA (Oregon Family Leave Act), and you thought only CA was that liberal. I would recomm…
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Don't know who said it first but it seems appropriate here "common sense is not common"x:-(
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I would not go down the asking for second dr. route based on someone seeing him in a tavern. Who's to say what is acceptable away from work. The restrictions he has probably don't restrict him from going out and enjoying himself (well maybe dancing)…
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I agree that this does not meet the criteria to be considered a true "hostile work environment" as stated in the posts above. I would however be concerned about a violence in the workplace issue as it sounds like this person is either very close to …
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I would think it not inappropriate for an employee to tell the customer (in a calm and businesslike manner, I know that's hard to do) that their behaviour was unwelcome and that she expected it to stop. If the behavior continues then definitely get …
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How far do they travel? We reimburse employees who travel over 50 miles (one way) for trips to the corporate office.
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Don D. While I do not usually disagree with you (and must say that I have learned alot from your posts) I must respectfully disagree. As an experienced training and development coordinator I have often found the some people do very well with profes…
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Are any of the seminars available via another format, i.e. video, cd rom?
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What's a "wrongful discrimination" anyway... is there a rightful?
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The company may "require" whatever they like but to keep the "at will" status they or the employee may end their employment at any time with or without notice no matter what is stated in the handbook.
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Treat this individual the same way you would treat any other employee who did not show for their scheduled shift several days in a row. We terminate after 3 days no show.
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I think this is a question better answered by a health care professional. Maybe you should contact a local or state health agency for input, thereby having credible info for your employees and something to fall back on should there be a litigious si…
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I agree with Parabeagle and would pose the following question; what purpose does having the information serve... other than giving an answer to someones curiosity? The ee is still not there and you may get and answer that you really don't want or ne…
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I don't mean to pick on you and I hope this doesn't come across that way. I think you would do a diservice to the other hard working single parents (of which I'm one, admit to a biase) if you treat this person anyway other than the way she deserves …
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and I thank you, I chuckle every time I think of it!
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Sounds like you've covered your bases well. She made her decision to leave knowing what the ramification would/could be... as someone told me once when I had a similar situation, get her a get well card to read in the unemployment line.x}>
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If the owner wishes to keep these employees at the very least I would put them on a last chance agreement(search on the web for examples). If they violate the established agreement i.e. fail random UA's then they've had their chance, failed and are…
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As usual entertaining and insightful comments from all!!! I appreciate your experience and help, Stuart
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I agree with the comments made above and believe that the financial center should already have this information as a matter of record. SA
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I would love to say that I also talk to all but we got 300 people recently filling out applications for (1) position and I had to focus on most realistic candidates. I appreciate everyone input and learn something for all of you! Stuart
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more info... what about the applications from people you have no intention of interviewing based on; no match to job requirements or unsolicited resumes from the people who only read enough of the ad to get company name and address. Is there any r…
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In our state we are not required to provide seperation documentation (check your state requirements) and I would be reluctant to respond in writing especially if this is a termed employee. They may be attempting to get information for a future litig…
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Her credit should be getting much better now since she used your funds to pay down her debt's x}> sorry couldn't resist...
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This is theft pure and simple. Explain to her that she has a reasonable time frame (say a couple of working days to arrange a loan from someone) to return the companies money given to her in error. Also let her know that if she fails to comply that…
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Are you sure that there are no safety related issues here. Is this individual trained to handle an emergency in a pool environment? Maybe there are some other issues that she is to embarrassed or or afraid to bring up (maybe she can't swim come to…
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I think that while you want to be and should be empathetic to your ee's needs what they are requesting would put an undue hardship on your company (based on the info in your post). I believe that your first responsibility is to keep your workplace h…
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I've offered up this one before, it has good information relating to your issue so I recommend taking a look. [url]www.hrhero.com/sample/trialNavigate.pdf[/url] I have many of the same issues you are seeing with I'm sure similar frustrations. I …
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I'm curious, is it stated anywhere what the shift start and finish times are? We make it a part of our offer letter. I, or his manager, would sit down with this ee (if this ee worked for us) and let him/her know that they are not living up to our re…
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The worlds not black and white (no pun intended). I also agree with Theresa and Gillian and several of the other posters. There's more going on here than just the day off issue and it should be addressed on its individual merits vs a blanket policy.…