rad
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Wow - thats generous. We get 2 weeks for the first 5 years, 3 weeks for the next 5,and so on in 5 year increments. It used to be a year every 7 years but the unions rebargained and we management folks reaped the rewards as well. I also get 5 persona…
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Were they collecting UI from another job and thats how they were referred to you?
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One other thing to consider...an ergomonic chair, or any office chair for that matter, is only good if it is aligned properly to the individual. Who is going to make sure the chair is adjusted for her? We got brand new chairs that move up/down, in/o…
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Our process is like yours, Rockie. We are a huge company and can not possibly retain every unsolicited resume.
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I would absolutely let him know that he violated your trust as well as the law. But be prepared, it is possible the bartender did not do his or her job by properly asking for ID but he may tell you that so and so co-worker bought the beers for him..…
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Ours is very similar, we do have verbiage saying that the customer controls their private information except when it is requested by the law with the proper authority. And even then, we've been known to fight to protect their privacy.
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Our employee privacy policy is kind of complex but here is some info on tenant privacy in Mass, I bet there is more somewhere out there. You should probably keep the two issues in different sections since one is state law and one is company policy. …
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Your strategy should also differ depending upon which position you are recruiting for- you won't use the same strategy to recruit for a CEO as you would for a mechanic or service rep. so you may want to break it down by Executive, management, hourly…
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Sure, even if you aren't terminating for the lying, you are for the fact that this empoloyee, by his or ehr own admission, can not do the job.
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Am I understanding this right? This person lied on their resume and has admitted they can't do the work? I can't think of a reason not to terminate.
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I think the whole thing needs to run full circle first...the unfortunate truth is that there are employers out there breaking the law and for a long time employees did not know who to go to for help. they accepted it to guarentee a paycheck every we…
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I've been reading alot about the overtime issues, there was an article yesterday in which the DOL is giving helpful hints to employers to get out of paying it, such as adjusting salaries, hours worked, etc. I agree, a whole huge legal can of worms h…
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Now that you mention it, she always has such an aura. But seriously, when she ate stuff like that, her breath took on a sweet fermenting smell, you know, like when you soak fruit in moonshine and have an all out booze fest a month later? Kind of lik…
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Good point. This can also happen with some people who have problems metabolizing certain sugars. I used to work with a woman who always smelled like rum, turns out her endocrine system was all out of whack.
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Staph infections can be serious stuff, I read somewhere that more hospital patients die from them that the actual illness that sent them in to begin with. Be sure to also get a note from the doctor before you let her come back.
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Its up to the bartender. Serving alcohol to a minor is against the law as is providing to a minor. However, I can't see the harm in telling the bartender "We have one under age employee, and thats him- right there in the blue shirt"
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Would you have the same childcare concerns if your candidate was a man soon to become a father?
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That is dispicable.
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What are they doing that makes you feel they are disloyal? Are they searching for new jobs on company time, suggesting customers go to a competitor? Address the behaviors and the reason becomes evident. Once you have the reason you can address the c…
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Our policy does not allow us to accept gifts of any value from customers or vendors.
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I would also let legal make the decision, I can't help but wonder why his wife does not have access to his account and the last thing you need is an irate employee when you were only trying to help.
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Ask the group to give examples of great leadership they have experienced and real bad leadership they have experienced and give they "why" for each. Examples can be easy to give, we all know what we're supposed to say, but asking for specific situat…
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You bring up a good point. The wording used can help the remaining employees draw their own conclusions about why he left, the concern now should be the rumors he has left behind.
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I would ask that she be seen by a doctor that day, pay her if you have to, and have the Dr make the decision. If she really has the flu, its not likely she would be able to get out of bed to come to work (its a real bad one this year), she probably …
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That is a very good point, and one that companies should take into consideration when allowing time off. I can understand maybe not paying for every family member but an employee should be allowed to be there when an aunt, uncle, cousin, etc dies. I…
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Hey, Don, I was at a networking seminar and the jack*ss host thought it would be a great exercise to spend ten minutes shaking hands and introducing ourselves to as many people as possible...I tried to sneak out but was "caught". By the end of this …
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>We do have a pay policy, but it mainly deals with regular and overtime pay. Nothing about pilots >and pay on different aircraft. You may want to update your pay policy to include this. This way, no one is surprised.
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If I were in your position, I would absolutely refuse to sell them to a minor, losing my job is nothing compared to ending up in court. Minors can not buy cigarettes, period, it does not matter who they are for. Whoever told you you should have sold…
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Mass is the same, they regularly send in minors to buy cigarettes. The proof that cashier needed was an ID- not saying the person was a minor, but to say she was NOT. I am curious, though, how was it determined that this particular person is actuall…
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Granted, the sound of a phlegmy cough is not the best thing to hear. But honestly, are they serious? If they gave a d*mn, they'd offer her a cough drop rather than complain about the noise. Leave it alone, she's obviously in enough discomfort and th…