pecohr
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We completely shrunk wrapped everything on the managers (turning 40) desk, i.e. phone, computer, etc. and then shrunk wrapped the entire desk... we then filled his office with black balloons. When he came back from lunch we waited until he waded int…
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She had a couple days unused vacation on the books.
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Have a talk with your director and have her explain her reasoning on the "write up". You should seek clarification on any issue or directive if you have questions. We can speculate her but it would probably help you more to talk with her and then …
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Theresa, I have looked hard at the ADA guidelines and believe that I've addressed them appropriately. case in point: this individual is an assembler, she is unable to do one part of her essential job function, i.e. calibrate the unit/s she assembles…
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I would be looking for some ways to increase my training processes to be prepared for the internal changes vs. holding people back from improving their station in life. It's the right thing to do and a wise management group would be taking this int…
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I would have some concerns about any computer with this software loaded. ee's should have little need or desire to have this software unless they have something to hide (or maybe just perceive they do), but it should not be on there work computers.…
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maybe you could tactfully ask him to provide you with his source of information or ask him to provide some documentation as you are unable to verify the alleged legal requirement.
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As usual Don is right on the money on this one.
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Can you say Hasta La Vista baby! This guy needs to go! ASAP
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You brought this ee back knowing that she had a health related issue that caused her to miss work. My feelings are that you even though you are not bound by FMLA you should consider affording her this protection (if you did do this you would also ha…
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I think I would talk with the manager of that department and try to get a feel for why they feel they need that information. I suspect that it's a intimidation thing and they think that asking for details may make the ee change their mind and stick …
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Just get a new I-9 filled out and put and explanation in with your I-9's detailing the original error and your efforts to correct the situation. Go with the original hire date.
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Consistancy is important especially in how you discipline. I'm sorry but "Good employee, but tardy a lot" doesn't fly. If they were a good ee they would not be tardy a lot! It is supremely unfair to the ee's who make an effort to be on time to say…
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How big is your business? Do a search, subject HR Audit, on the internet and you will find some sites with lists on HR resposibilities and information regarding compliance issues. Best wishes in your new and challeging role. Stuart
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I have just run into this situation; ee volunteered that he takes a strong prescription drug. My comment to this ee was "if you have concerns or questions about a drug prescribed by your doctor, please get together with said doctor to talk about ho…
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I hate to say it but I'm in agreement with TN HR, this is a tough battle to win. The courts look very unfavorably on restricting someones employment opportunities, which is how this would be viewed. A better approach might be to be proactive with …
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If the ee cannot do the job that they were hired to do then you have no obligation to continue their employment. Turn them loose to find a position that fits within their restrictions.
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I agree totally with Don D, this is a serious performance issue. Your business depends on how your customers view your company. If they see you as unreliable then you've been impacted in a negative manner by this ee's performance. Unless there are …
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I think your comment "STOP STINKING UP THE OFFICES" would work well! Although I think I would let his manager be the smell police on this one. Sometime frank honesty is the only way to go, IMHO.
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I recommend hiring a legal advisor to help with this as there are many legal issue involved. There are legal eagles who specialize in this area and now would be a good time to get them on board.
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I simply say I recommend you call them at home. All personal calls are routed through me. I only put through emergency calls.
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How about limiting your resume experience so that it doesn't reflect 30+ years of experience, maybe just the last 15-20. It would still be accurate and maybe head off some of the people who shouldn't be but are weeding you out because of your age. O…
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I think you need to do something that is seen as a positive step vs. being viewed as the complainers advocate. Can you set up a meeting with supervisor, try to clear the air, and explain you are there to support his efforts. Go on to explain that y…
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Your version of uplift may not match the owners vision. It sounds like he/she is trying to stir the pot and make some things happen with in his/her company. Is he/she going about it the right way? Maybe not but from what you've said not illegally. …
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While I agree with much of the advice given on this issue I differ in that I believe you have adequate reason to sent this ee to work for someone else. If you've truely had serious talks with her about her performance, (and documented said talks), …
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In my state they would only receive UI if they made less then a specified amount during that work week. If they worked a portion of the week they usually exceed the amount and would not be eligible for any UI payment. If I suspend for 3 days they us…
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I agree with parabeagle a temp employee making waves would/should be replaced very quickly. If you investigated, took action and documented well then it sound like your bases are covered. IMHO
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Having said the above I also feel it's important to say that I do agree with Don D, there are some issue here best directed to an EAP.
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This individual doesn't work for you. I would have a talk with her immediate manager and explain that you will be there to offer support, input and direction but she is his/her person to deal with regarding performance related issues. Work with mana…
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If it's any help remember what goes around comes around. This person who treated you unfairly (if that truely is the case) was observed and someone noted how she handled this situation. As several people have said refocus and find a place that trea…