scottorr
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The female employee can claim sexual discrimination, the director is allowing a male to bring in a child but not allowing a female to do so. I am sure a jury would just love to hear that. By the director putting a note in her file she just gave th…
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We had this almost exact situation happen just two weeks ago. FMLA ran out and we talked to her about WC and disability, reasonable accomidations, etc. We all agreed that this was not WC because the illness was not work related, because she had th…
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We too, have managers who think just because someone is here a long time, that that makes them a good employee and/or leader. One way we deal with this is to insure that all performance reviews are done objectively rather than leaveing room for sub…
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Based on what you have posted, it sounds like they are having a small budget crunch. Instead of just telling you the truth they put it back on you. Keep your chin up. Better things will come. My position was eliminated one time. It was one of t…
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As long as the year is not published, I see no harm in putting out the list. We used to do the same thing at my old company. The only time someone would complain was if their name was left off the list.
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All of the the others are right, their is nothing you can do legally. Tell your friend to take it slow with the replacement. Throwing someone into a position without any training is hard on a new employee. It may take a long time before this new …
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I'll agree with Don and Parabeagle on this one. Install the camera and don't tell anyone! You have every right to do so.
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Actually Christmas and Christmas eve are paid Holidays for my company. We let our employees work on these days if they would rather use the time for other paid days off. You do not ask Christians to use their non-holiday PTO to observe Christmas s…
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So should we deduct a full days pay for all exempt employees who have used all their PTO and take Christmas day off? I would also like to know if this means that all exempt ees are excluded from other paid religious holidays? You can not give one…
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Mwild31, I do not think this was actually written by him. I have seen his stand up and some of the views posted here are in contradiction to what he says at his shows. Simply put, I allow people to personalize their work space, so long as it is …
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Our policy specifically states that if the employee has left for more than six months, their longevity goes back to zero. When we rehire the employee we specify in the offer letter that because they were gone for more than six months their longevit…
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Thank you NJJEL and MWILD31. Your help was greatly appreciated.
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Our policy is similar to Rad's. If you do not have a policy, how will you justify discipline? Just a thought. So long as you are aware and the full time job is getting done, I don't see any problem with a second job.
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In Albany SHRM offers a 14 week prep course. The cost is around $900 plus the amount to take the test. I will be taking the PHR test in about 1 1/2 years. I believe that the last passing rate was around 60% of people that took the test. The stude…
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Relax as Baloon has suggested, I have lived through two unplanned OSHA reviews. You have to remember that this could make you look good or look bad depending on their evaluation and on your reaction. OSHA almost always finds something regardless o…
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I believe you have the right to ask for voluteers and as long as they know up front that this is unpaid, I don't think you'll have a problem. You maybe draw up a waiver form stating that this is completely voluntary and pay will not be given and hav…
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Don't get fresh now! How did this guy find out about her breast enhancement? Regardless if she is uncomfortable she needs to tell him to stop and if that doesn't work then you will have to, in the interest of the company, follow up with disciplina…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-24-03 AT 10:34AM (CST)[/font][p]Our plan year starts 12/1/03 so we have our rates for 2003-2004. We got a 0% increase in our medical, yes I have signed contracts! Our utilization came in way below (…
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Our newsletter comes out once a month. Our communications department produces the document. The front page is always a letter from the CEO. We announce new hires and terminations. I have created a section called Benefits FAQ. In this section we…
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I am not sure what a tart burner is but I will say this, any type of fragrance or smoke can trigger an asthma attack. I would ban whatever they are if people are complaining for medical reasons.
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As scarey as it may seem, this can also be exciting. It sounds like you have the freedom to do what you would like with setting up your department. Take this time to do things right. Remember all the things you said you would change if you ever g…
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Thank you BLW, that is exactly what I was trying to say.
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WOCO Frank, or that I have not communicated properly. This was not intended as an arguement, just a simple observation that the laws parameters have already changed.
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Everyone seems to be missing the point. I agree "at will" is a good thing and don't think people who follow them, fire from the hip. What I am trying to say is that "at will" still exists but we HR and others know that this is not always accepted b…
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Don, "at will" laws imply that you do not need a reason for termination, if you do not need a reason to terminate why would you need documentation. However, for our own insecurity we create policies that require us to document. If you are looking …
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I stand by my statement of documentation negating true "at will employment". The reason you document is because there are consiquences if you do not, UI or any number of lawsuits. There for it negates the premise "for any reason at any time". How…
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I have read through all of the posts. I belive that "at will" still exists on paper but I don't think there is one of us who would not document reasons for termination which according to "at will", would not be required. I think it is still a good…
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The person filing the claim never lodged a complaint prior to her FMLA. She still has not returned to work. The only thing I can think is that prior to her going out, she had requested to change to a different department that didn't, and still doe…
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Sorry to hear about this Carolyn. It is not easy. Usually most rumors have some basis of fact but it is usually just exagerated quite a bit. Warm up that resume just in case it is. You should be able to collect UI if you are laid-off. I worked …
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I agree with Rad. You need to keep all other employees safe as well as abused spouse. Simply let the receptionist know that they are to call the police if he enters the building.