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shendrickson

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shendrickson
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  • Gee, where do I begin! How about this - a GM who ignors problems and hopes they will go away - but they always end up in my office and we go back over them time and time again. Or - a Manager who has worked in one dept for 38 years and thinks he o…
    in What ticks you off? Comment by shendrickson June 2002
  • Has this employee been counseled on her attendance issues? The reason I am asking is it is important to determine whether or not her reasons for not showing up have to do with an FMLA issue that she has not shared with you. I would question her in…
    in I need advice PLEASE! Comment by shendrickson January 2002
  • I agree with the others, Cobra does not apply in this instance, and unless the coverage plan her husband has is new, she would not be allowed to drop her current coverage until the "open enrollment period". There must be a significant change in fami…
    in Employee wants to cancel Health Ins. Comment by shendrickson January 2002
  • I can understand your dilema, to the best of my knowledge there is no statute prhibiting you from setting your own standard and writing your policy to conform to your own situation. For instance - most companies do not offer benefits to employees t…
    in health insurance waiting period Comment by shendrickson January 2002
  • I was under the impression that with ADA the employer was subject only to accomodations provided at the workplace. If you were to offer to post for a "carpool" you are doing so only to "assist" the employee, I have not read anywhere where you are r…
    in Is driving a major life function Comment by shendrickson June 2002
  • We had a similar problem at our plant - an ee's boyfriend contracted the same thing and she was sure she might have it. She went out on FMLA and did not return until she received clearance from the doctor. We have a facility that does all of our p…
    in Help - employee has Hepatitis C Comment by shendrickson July 2002
  • I realize this is after the fact but I agree with Robert Kaizer, the fact that upper management did not follow thru with their documentation procedures does not mean that this employee should not be subject to discharge. Remember the "at will" stat…
    in Help! Fast! Comment by shendrickson February 2002
  • I wouldn't necessarily count on her not being allowed to collect unemployment in this case, stranger things have happened and there is the issue of the job she was initially hired to perform (job description). As far as the structure for your sever…
    in Reduction/Restructuring jobs - Employee declines new job Comment by shendrickson January 2002
  • It has been my experience that tape recordings are seldom permissable in a court of law. However, even if the recording is not admissable - affidavits from employees who listen to and identify your supervisors voice on the tape are quite possibly a…
    in Tape Recording Supervisor's Alleged Cursing and "Mean" Behavior Comment by shendrickson January 2002
  • I don't see any grounds where a "hostile work environment" case would apply, however I would venture to say that there could very likely be a case for discrimination if in fact what this employee is saying is true. I do not agree with the way in wh…
    in Sexual Orientation Harassment Comment by shendrickson January 2002
  • Dottie, you have an obligation to your company and to the other employees to do exactly what you are doing. It has been my experience that just because a person is in a managment position it does not mean they are necessarily any good at. I was in…
    in Problem Supervisor Comment by shendrickson December 2001