regdunlop
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i found this under osha's FAQs but you may want to go to the safety forum to ask your question because someone there will know more about this topic than i do: http://community.blr.com/safety/forums/ 15. How do I evaluate my employee’s com…
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here's the osha reg: 1910.178(l)(4)(i) Refresher training, including an evaluation of the effectiveness of that training, shall be conducted as required by paragraph (l)(4)(ii) to ensure that the operator has the knowledge and skills needed to ope…
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i don't know of any off the top of my head, but have you tried lexis/nexis or the other legal databases?
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publicly traded companies have more compliance requirements for sure. for example, there's sarbanes-oxley on ethics and exec comp disclosure requirements from the SEC. some privately held companies have followed the requirements as best practices. …
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never assume. train and test would be the way to go. i have a friend that started in the MIS department right out of college. his education wasn't in computers. on his first day of work the trainer showed him how to turn the computer on and off.
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have you tried an employee attitude survey? it would help you see what your company is doing right and wrong and what it should be doing in the future.
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flexible schedules will help attract and retain top employees which will lower costs. depending on your business they might also help provide better service to your customers by having employees in the office at different hours than the typical bus…
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at this point i think your priority should be conducting a thorough, fair, impartial, and effective investigation of the complaints. your company has been put on notice of potential harassment and must now conduct an investigation. see the article…
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i think you should be honest about the reason you are firing him. there's no reason to go into much detail but if you are not honest it might come back to bite you during litigation. you should have the documentation to back you up
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no policy here but i recommend that your company limit sponsorship to teams that are inclusive. the co-ed volleyball team is a good start. one of the problems of a men only league is that it denies women access to the networking and teambuilding op…
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i agree that the availability of recertification is limited to certain expired documents and transfer of ownership.
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managers organize the b-day celebrations at our company. nothing too extravagant ... there is usually some food and cake.
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we use something like this. Thank you for your interest in the position of … Although your background and qualifications are impressive, we have decided on a candidate whose experience is a better match for this position. Thank you for your time…
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i have never worked at a place that a formal policy, but i worked for a nonprofit org that an informal one. the director of the program had a policy that if you "needed" a day off ... you needed a day off. no questions asked. he just asked that ev…
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the best way to be specific is to give examples of what is appropriate and what is inappropriate. note that they are mere samples and not an exhaustive list. by the way are you sure the person who operates the site and person you hired are one in th…
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i posted this earlier under a different question but it may help you as well: [quote user="regdunlop"]i am not familiar with new jersey's requirements but found a document from the state (http://www.state.nj.us/dobi/sehguide.pdf) that you may find u…
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i am not a expert on unions but one of the questions i think you have to ask is how your company treats other employees who use company time and equipment for purposes other than work. do you discipline employees that send e-mails to each other abo…
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i agree that you should steer clear of child care questions. you should lay out the requirements of working from home and ask whether the employee can meet them. otherwise you might be accused of discrimination. for example, she might feel you are…
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your program should motivate people as long as everyone feels like they have a shot at winning if they do something good. make sure you put the resources in developing and implementing the program. define the criteria for receiving the award and ho…
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i think this type of blanket policy would be problematic. work history is a factor you should consider and changing jobs frequently should send up red flags, but there are also other factors that should carry weight. why is the applicant changing …
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i can understand your apprehension but i don't think punching in will undermine your stature in the company at all. how you conduct yourself and how you are treated by the higher ups will determine how employees will see and treat you.
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i would like to know if speed interviewing works. even though i have never tried it speed dating would seem to be at least as effective as any other way of meeting people. i wonder if the same could be said about speed interviewing.
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you are in a tough spot, but you have a few choices but doing nothing isn't one of them. the confidential nature of the exec's admission won't help your company in court if rejected applicants file a lawsuit. one option is to say something to the hi…
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you should talk with your company's attorney before proceeding because this practice could be seen as discriminatory. as far as i know you are supposed to allow employees to choose which documents they use to prove identity and employment eligibili…
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i have never heard of this. can you provide a link to the article? it doesn't sound like the best way to begin the employer/employee relationship.
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check your state law and your company's employee handbook on payout of unused vacation and sick time. if you give two weeks of notice but your company asks you to leave immediately i don't think there is any federal requirement for your company to p…
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you'll have to give us an update on whether anyone snagged the free popcorn.
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i haven't seen any of these new business cards. in fact, an applicant called last week to tell us he had made a mistake on his application by giving us the wrong phone number. maybe any business card would have helped him.
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lancefan, i didn't realize it was a ongoing survey. i thought my company missed the boat. i am interested in seeing how our company measures up against other companies. in the past we'd only measure employee satisfaction in our company and judge ou…
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what type of information did you ask for? i know that you cannot ask for complete medical records but i think you can ask for documentation to establish that the person has a disability and that the necessity of a reasonable accommodation.