scottorr
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I found it! Thank you!
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From what I have heard, this new no smoking law is the second stictest in the country. I heard that Delaware is the only state that is stricter.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-19-03 AT 12:24PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 06-19-03 AT 12:23 PM (CST)[/font] Thanks for your help. I read the article. It was useful for basic information. Howev…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-18-03 AT 04:47PM (CST)[/font][p]I think you should be okay as long as an agent of the company doesn't send out the notice. An agent generally refers to any member of management. You may want to requ…
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If the court has requested that you turn over supporting documents, I believe that the FMLA forms would be included. I would not put them on overheads for the entire courtroom to see but a judge would be reasonable. Now if the judge has not reques…
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Good choice, thats my favorite! With a twist of lime! Shaken not stirred!
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I would say that if you fire the guy, it is not enforceable. If you fire this guy, he gets a job at a competitor and you sue him. I don't think there is a judge or jury that would side with you plus your legal cost would be prohibitive. Most nonc…
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If you fire the guy the noncompete is out the window any ways. At that point he can go work for whom ever he wants which would defeat the entire purpose of having him sign it in the first place. So why put yourself through the hastle of trying to …
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I agree with Parabeagle and Watson. Most of the recent court case have nullified noncompetes. If this is a good employee, which seems to be the case if he has been employed for 8 years, why would you want to loose him over something that wouldn't …
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I have to agree with most everyone else. If the facts are as stated, she has a case. It sounds like the "good ole boy" system hard at work. However, I must say that without hearing both sides of the story, I wouldn't say definately. We had a sim…
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I have to also agree with Ray. If you treat the exempt ee differently, you are asking for an employee relations nightmare. Besides you may leave yourself open to unionization.
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I just re-wrote our military leave policy and did a ton of research into the subject. Everything I have read, says that you only have to grant the leave if it is at the request of US gov't. You can request that the ee show you their letter of call…
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I agree with Margaret. If you are using internal policies I would quickly start there by adding the missing class. Get those handbooks re-done ASAP.
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I wouldn't share this information with anyone but HR. The reason, if employees think the information will get back to their old supervisor, they will not be as forthcoming with information. We give our forms to the employees before their exit inte…
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There are many people who still think that sexual orientation is a choice or who use their religious beliefs as the basis for disliking someone and would have no problem filing a complaint even though no harassment has occured. At my last job we h…
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If he is using vulgar language or violating dress code policies you will want to address those issues. You should avoid addressing his sexual orientation all together, that is not the issue. It is the violation of policies on both sides that seems…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-30-03 AT 02:23PM (CST)[/font][p]During any change, employees will jump ship. Remember communication is key in situation like this. Rumors will fly but as long as you keep ees up to date, this will h…
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I agree with Don D. You should address employee conduct while representing the organiztion. That way you cover yourself for any other poor conduct beyond the drinking. Some times it is better to be general. CYA
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I would agree with LeeR. If it is a private vehicle no way. Unless the company plans on paying the car payment and insurance. If the company ownes the vehicle, this may be possible. I used to work for a health care organization which required em…
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I agree with this. We take our employee's word but request the employee document the relationship of who has passed away to make sure the relationship falls with in our policy.
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I think you are right. I guess I was look more for re-assurance rather than looking for advice, and when I didn't get it, my response was defensive.
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The actual termination was presented by the department supervisor not me. We had a 7:30 meeting this morning to talk about it. Based on what our management staff discussed, which included my input, I informed the supervisor that we (the organizati…
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The decision was not completely independent, other department heads felt the same as I did. However the final decision rested with me. The confidential information was not just reports or trade secrets, it conatined much more important information…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-27-03 AT 12:19PM (CST)[/font][p]With my company confidentiality is huge. Any violation is grounds for termination. This particular contractor lost his laptop Friday night and did not report it missi…
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If this were a re-occurring issue with the same employees, I would address it during performance review time. If our hourly employees are more than 10 minutes late we used to doc their pay. But they had a time clock that wouldn't lie so there was …
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I couldn't agree with you more. I only socialize with HR ees but that includes those above and those below me. I think it helps us work better as a team.
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Although we do not have a policy banning this type of socialization, I choose not to socialize with non-HR ees. That is a personal choice. My reasoning is that I do not want ees to know personal information about me. I want to be viewed as neutra…