JJ
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Hi Christy, I am registered for the conference in Las Vegas and would be very interested in attending a breakfast (or other) meeting of Forum members. Sounds like a great idea. I don't respond too often but I read the Forum nearly every day.
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Hi Shadowfax, Thanks for the welcome to the "good guys" side. It is interesting being on the other side of the fence and yes some of the investigators actually looked at the handbook occasionally. I don't know what they sent you but the actual W&…
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I agree with the other answers. I don't see anyway that ultrasonographers, echo-technologists and nuclear medicine technologists can meet the test for exemption as executive, administrative, or professional employees. The new regs will not change …
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I would make sure and record the actual hours worked as 36 and then pay either an hourly rate that will yield the same as 40 hours or a shift differential. If you show 40 hours worked during the 3 shifts and for some reason the person has to stay o…
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Not a problem, we do it and have for years. As long as it is clearly voluntary.
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I agree with Theresa's response. The only comment I have to add is that promises do not necessarily have to be "written" to constitute a contract. The company can be held to verbal promises if they can be proven to exist.
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Maybe you could let him come over and pee in the HR trash can as an accommodation. Ha...fire the guy and try and forget him.
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The advice from the others is good. We are a state university and as government employees we are exempt from the provisions of the Polygraph Protection Act. I have used polygraphs on 3 occasions in the past 10 years in sexual harassment investigat…
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Don you should know that I am a not so good Methodist and we don't snuffle either!
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Hi Tracey, I sent the address and contact information to your e-mail address. As a bank you probably should find out for sure whether you are required to have a written AA plan or not. This consultant can tell you for sure. Let me know if you do…
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Hi Ed, We are an AA employer with well over $50,000 in federal contracts and 2,000 employees, so there is no doubt that we are required to have a written AA plan. It is a hassle. I have 2 full time employees devoted to writing and updating our pl…
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Hey sohappytobe, Stay with HR but find a company that appreciates you. Any CEO that says that any category of employees "are a dime a dozen" is a jerk and he doesn't deserve you. I work for a major university and one of our operations is a health…
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Ahhhhh! Those HR minds, the same thought went through my head when I read the response.
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As a former EEOC director, I would say that you are definitely asking for an ADEA lawsuit if anyone complains.
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I agree with Popeye. They must be posted where applicants can see them. Lunch room postings may be OK for employees but applicants probably do not visit company lunch rooms in most situations. We post ours in HR and on employee bulletin boards to…
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Mine is similar to Gillian's. I would like to appoint a "Good Manners Enforcer" who would roam the institution seeking people displaying rude behavior or discourteous treatment toward supervisors, subordinates, co-workers or clientele. This enforc…
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WOW! Who am I to go against the grain...I wasn't using the "s" but will now after this vote of confidence.
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I have been in this business for more years than I care to remember and I have never heard of having employees sign the AAP. We are required to post the plan where it is readily available. We have more than 5,000 employees at 3 locations and I send…
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I agree with Cinderella. We like to keep everything. The paper trail has been useful in a couple of lawsuits that we have been involved in. It shows that the license was current at that time and also demonstrates that the employer follows up to e…
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Not really "beyond belief." I work for a major university and we had had very similar situations, not once but a couple of times in the past few years. Will they ever learn?
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As an ex-EEOC director, I would love to see this person come in with a complaint. This is a lawsuit just waiting to happen.
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We have had some experience in the use of a polygraph in ongoing investigations. Without additional information it is difficult to assess your situation. I would seek advice from a knowledgeable attorney before attempting to use the polygraph. Cl…
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You might also try the American Association for Affirmative Action. Their website is [url]www.affirmativeaction.org[/url]. The have training programs and a list serve for members. The next annual conference will be in April 2003 in Atlanta. Jerr…
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I agree with the other answers. If the amount withheld reduces the final wages to less than the minimum wage for all hours worked such withholding would be in violation of the FLSA. You definitely need legal counsel advice before doing it.
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I am a retired EEOC Director and during my career I also worked for Wage and Hour and was an Assistant Area Director when I moved to EEOC. I am unaware of any federal law that requires a supervisors presence at anytime. Of course, you are responsi…
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I face these phony RIF requests from kind-hearted department managers quite often. Another downside to not being honest with the employee is that if you replace the employee with someone of another race, gender, younger age or other legally protect…
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All good advice above. Another thing to think about is the effect on your current work staff. The word spreads and once the word gets around that if you give notice you will be terminated immediately, employees may stop giving notice and quit with…
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One additional place to search for information is by contacting ex-employees that worked for this supervisor, especially if there has been a high turn-over. I have found that current employees are reluctant to talk about their supervisor but ex-emp…
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I agree with the other responses. I have had a number of these conferences over the years and in the great majority of cases the agency was neutral and interested in hearing both sides. It is important that you be able to document the reasons for …
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I don't know of a good reference but as a retired EEOC director, I know that it is EEOC's practice to interview non-supervisory employees in private. You do not have to allow them to interview on your premises but they will just interview them after…