Raymond SPHR
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- Raymond SPHR
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This is kind of off the topic but I will post it anyway since I couldn't find a category. Anyone this conference? If so I would be interested in your comments about it.
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Here is a classic example of what can go wrong in this day and age of human relations & your hands are basically tied. Ask yourself the following things. 1. Is this a battle you really want to have? 2. If upper management doesn't want to deal w…
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Don't even go there. These kind of things tend to tear down the teamwork concept. And there is no "i" in team. Raymond
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You posed several questions & I will take the liberty to pose several replies. 1. Yes it is both incorrect/unprofessional to discuss ANY kind of confidential HR info to anyone with a need to know. Period! That was your first question. 2. Same …
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Not knowing all the facts it is hard to say with absolute assurance nothing is amuck by you being reclassified. In all honesty it sounds like it is fine and based on at or near 28 hours per week (which is part time in most places) I would have look…
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An employer cannot be all things to all employees at all times. An employee's personal property is just that-personal. Losses of same should be his or her own responsibility. You don't need a policy for this and you don't need to open up a "can o…
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To Sarah: You have it spot on! That is exactly what people should be doing. If a contractor cannot comply with said requirements then they don't get the work-pure and simple. I am surprised more people don't do this. I, too, have being doing it th…
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1. Does your policy prohibit use of any kind of tobacco products on the premises? 2. What are you telling your employees as to why you are taking this action? 3. What per cent of your employees does this affect? 4. Are you promoting this as a wellne…
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Senior National Accounts Representative
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One of the first things you do is prohibit recruiting on your company premises. This is a given. You evaluate your company's pay, benefits, quality of work life, etc. to make sure you are doing what you should be doing as to reducing turnover regar…
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Hi Marla: If the owner of your company will pay for you to get certified it probably is a good idea to go for it. However I will offer the following as food for thought and contemplation, for whatever it is worth. PHR and SPHR certification, at on…
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Hi Carole: I renew in June of 07 as well. Presently I am taking one college course (45 hours credit). I will be attending the state HR conference this year-that is about 20 hours of credit. I already have degrees, just taking the college course in…
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Thanks to all who have replied to this posting. After much research I have formulated a plan to attain the "required hours in strategic HR", per HRCI's requirements, simply because I do wish to keep my SPHR for now. I am constantly amazed at the n…
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To Larry C: Thank you for your prompt response. May I inquire if you took the courses and did you think they were worth the money? I no longer belong to SHRM (dropped it this year after being a member for 26 years) because I just don't think that …
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I am still in the camp that thinks attendance bonues serve no real useful purpose, are band-aids approaches to the real core problems and give management an "out" on dealing with absenteeism. I have never seen or read of vital stats that support pa…
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I would ask the question as to why you are taking on all this responsibility when you have front line supervisors that should be shouldering a lot of this? I can understand, to a point, you involvement with those issues that are directly related …
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A simple solution to this is to do basically what some others have noted. Set a table (ie 40 hours max) the company will pay out in unused vacation and anything over that is lost. In this way you still reward those who couldn't use up all their vaca…