Rexxies
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When I worked in healthcare @ a large Chicago hospital, we had this homeless woman complete (sort of) an application, applying for the Hospital President's position (it wasn't open). The application asks you to list your supervisor and she put in m…
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dilbert.com--they have a store where you can order stuff all the time
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I can appreciate this was difficult but the company also made the mistake. And when it comes to payroll, pretty much any employee is going to look at it that it was the company's responsibility, not theirs. I don't think there's any law about recov…
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Doug: I'd suggest contacting your local Health provider or someone like Quest Diagnostics, who are the nation's largest drug screen company. You can also go online @ [url]www.questdiagnostics.com[/url]. However, it would really depend on your p…
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Don has made some really valid points. I'll be brief & add a few others. I worked in healthcare for 14 years---due to nursing, physician and therapist shortages, we had a number of HI visa staff. However, we made a decision early on that we…
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Rockie's correct--ck your state law--if you don't have any books or whatever, go online at [url]www.yourstateinitials.us.gov[/url]. Usually when someone terminates of their own free will (and no call, no show is that)most states say you pay them on…
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Check City of Chicago or Cook County ordinances--also, is there a posted no-smoking in the building sign somewhere? OR do you have some kind of 'handbook' from building management? If there's no relief, you can always go down and try to have the '…
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I agree w/Pork. There is a standard in most any industry that's 'no call/no show' is considered voluntary termination. You sent him a letter identifying his final stuff (I assume including payroll) so it's done. Make sure you have a copy of the…
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We're a professional services firm in the information security business. Being fairly new, my boss said of course, background checks and I agreed. We use AVERT as well and do the full scope--SSN, Credit, Criminal, MVR, Drug Screens and when I don'…
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Did you sit them both down together after you got her side of it or did you talk to him second and then sit them down together? I'm a little confused. If you talked to each separately and then sat them down together, was it your feeling that they …
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I just spent 3.5 years in a mfg environment and institututed a very strict drug & alcohol policy. However, the other thing we put in place was a strict return to work policy--if someone was off work for any medical problem, work-related or othe…
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You're correct--proprietary information is primarily concerned with company financial, product, testing information. What you want to create, even with a small company, is a confidentiality policy. However, what the Ops Mgr wants is not logical-…
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PAhr--I bow to your apparent expertise in the area of personnel records. I've only been in MA a year and was in SC and IL before that. I originally stated that the person had a right to their file--and not knowing what state she was in, left it at…
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Actually PAHR, you're incorrect about personnel records. They are the history of the employee with that company and under the Federal Privacy Act, the individual employee is entitled to a copy of them. Secondly, all I said was she may have a cas…
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I agree w/everyone else. It sounds like an unfortunate situation, however, not necessarily actionable. However, if they are saying that the company is in financial difficulties and they've laid you off, you are eligible for Unemployment Comp--that…
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Here's ours--which is not overly wordy but I am dealing with a Professional Services Company and they already sign multiple contracts prior to hire.... "By using the Guide¡¦s policy statements and procedures, youƒn will find a practical, profession…
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I agree w/Rocky but would take the investigation a step further. I'd have your IT person ck everywhere on your system. If you don't have an IT person, hire an outside company fast & have them go thru your system. The reason I say this is it h…
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Don--seriously, go ask your attorney. In my last company, our corporate attorney (MI) crafted the document and it's used in all the states we had plants (which is 22 in the U.S.) Document states you are separating from the company, receiving severa…
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There's some good points here. My opinion is that an employee forged a signature--doesn't matter why, it seems a pretty deliberate act...different from something unwitting or expedient. So unless the employee had permission from the person he/she …
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We use Avert--they are the largest in the U.S.and are now owned by ADP. I've set up set amount based on how many people I'm going to hire--they divide that & bill us monthly. We do criminal, credit, SSN & Name check, & MVR--that costs …
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Wow--I don't know what industries y'all have been working in but I just spent 4 years in manufacturing and everyone knew everyone else's salary because they were all a bunch of blabbermouths! As the HR person, it made me totally crazy but beyond go…
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I agree w/the other person. Better to put in a formal attendance and corrective action policy identifying write-ups. Generally I've gone w/on 3rd or 4th incident they get verbal, next one after that, written, next one, suspension and next one is t…