valentine
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My point exactly.
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I'm not sure -- did you have a Santa Claus fetish?? :-) I agree that each case is individual and I wouldn't terminate on a first offense either. We had a situation where the person was sending borderline jokes. No one complained until one went ov…
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I agree but these things are usually not isolated incidents. There is usually a pattern to them. However, I agree that if it is an isolated incident then by all means use the discipline procedure. I was referring in this case to the fact that it …
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I don' agree. Telling a joke is one thing. If someone doesn't want to hear it they can always say no or walk away; but sending something thru e-mail chances are the recipient wasn't asked first, they're an unsuspecting audience and its in graphic …
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I'd be happy to.
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It was at the suggestion of our legal counsel that we give the notice. I agree, I would not give notice; however, I guess there have been cases argued, etc. Valentine
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We give employees notice a day or so ahead. That way they can't say they didn't know. EE think they can erase things from their computer but you'd be amazed at what we've been able to find. Our goal isn't to try and "catch" people but just to be …
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Pork I agree with you about privacy and hostile work place issues; however, unless there is a specific policy it will be hard to fire someone for abuse, especially if they go to UE. Also, unless it is in writing, you will have issues of privacy be…
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> > >I would also put a useage policy in place. I have a copy I can send >>>you if your're interested. Just send me your e-mail address. >>> >>>Valentine > > >I would love a copy of your po…
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I would also put a useage policy in place. I have a copy I can send you if your're interested. Just send me your e-mail address. Valentine
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In Massachusetts it is unlawful to ask if an employee has ever been convicted of a felony. We had to take it off our application at the suggetion of our attorneys. Valentine
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I don't know about NH but you can put ss on applications in MA. We are a MA based employer. We just recently had our application reviewed to comply with HIPPA by our attorneys and they have no problem with having SS on applications. In fact, we n…
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I also have all new hires read and sign a copy of their job description. There is also a disclaimer at the bottom that says they have read and understood the job description and understand that it does not include all job duties that may be assigne…
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I don't see a problem with it. I'd have the employee do the tracking. We have have employees keep a log of all that they do during the day for a month period and then used it to change and add job duties. As long as its for a legitimate purpose, …
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Thank you for the recommended companies to do background checks. We went with a company called PRSI whose rates seem the most competitive and they have a 72 hour turn around time. If anyone is interested in checking them out, please let me know, …
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Because it is pre-employment, we don't charge the prospective employee. We pay for the drug screen and the physical, if needed. We encourage them to go to their own doctor but if they don't have one, then we pick up the cost. I don't think there …
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[font size="1" color="#FF0000"]LAST EDITED ON 03-27-03 AT 06:33PM (CST)[/font][p]We do employee of the month. We have slips at the reception desk where employees can nominate co-workers. We also have an employee committee who solicits nominations,…
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If the person is in Massachusetts probably yes. Massachusetts is very liberal with unemployment and if the person told unemployment they had a "compelling" reason for leaving their job then they'd get it. Could be anything from job stress to proble…
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In MA we are required to keep all resumes on file for one year. We have a policy of accepting resumes from walk-ins and on occasion when we did have an opening I went back to the unsolicited resumes and usually found the person was no longer availa…
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I also have toyed with the pros/cons of exit interviews. I tried doing them face to face and usually the employee wouldn't show up, so I tried mailing them and did get a few back. I have found them useful for trends. If I notice a particular tren…
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According to one of my teachers in college, it was changed to Human Resource (I don't know when because I remember in the 70 it was personnel) because business came to see employees as a resource of the company just like all other company resources …
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I agree with balloonman. Since it was understood she would be out for six months and the FMLA has expired you have the right to terminate her. When I first took over HR there was an employee who had been out for a year. There was no formal termin…
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Nigel I am curious. Do you have an employee handbook? How many employees do you have? In this day and age as others have said it is very costly to go without any formal policies. We have a policy in our handbook that says once the person has used…
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I'll second that one. Moira, I understand where you are coming from. Sometimes even when the answer is obvious we need that reassurance and another view point is mighty helpful. Valentine
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I agree with Don. You made a good faith offer and she accepted it as a good faith offer. Regardless of what has happened to the economy, she is still due the courtesy of being told her position no longer exists before she moves. Also, by offering…
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Hi I think you need to be very careful with exempt employees. I'd pay them as I would their normal salaries. I don't think you can dock them for the day, at least in Massachusetts. Valentine
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[font size="1" color="#FF0000"]LAST EDITED ON 02-19-03 AT 07:14AM (CST)[/font][p]Linda I do keep them separate until I close out the file. Then I just put them in the file with the separate medical information and put that file in the original per…
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Just to add my thoughts. I take the I-9s and put them in the terminated personnel folder. That way they are with the folder if I should ever need them and I don't have to worry about how to store them.
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I agree with Eliant, DonD and the others who are saying to follow policy. Once an exception is made to a policy, you've opened the door to a possible pandora's box. We have a floating holiday for just the situation as described. If an employee fe…
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Good advice. I agree with Paul -- it seems from what I've read, this EE already has a good case for harassment and discrimination, if she was really told the Mom hates women. Giving her a cooling off period might help. Then speak with her after s…