SpartanFan
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When you say "high profile incident", if it involved violent behavior, rape, assault or other crimes that would cause great concern for the safety and security of your employees, or to your business (i.e. embezlement), I would think that one appropr…
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Just a side note - even if the employee gives "permission", get the employee to put the permission in writing authorizing the deduction from pay. Additionally, in almost all cases of such employee-authorized deductions, the deducted amount cannot dr…
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And how is "ugly" or "unattractive" defined and proven? If someone files a charge and says they did not get hired because of their looks, how will that be proven in court as the true reason for the denial of employment as it is so subjective? By wh…
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I too agree that it is a rather ludicrous practice to automatically exclude the unemployed from consideration as there are many competent individuals who would make exellent employees if just given the chance. However, my biggest concern about this …
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Maybe you should tell the IT guy that because you are the HR person, and you have a vested interest in all things related to employee relations and behaviors, you are going to start listening to all phone conversations made during working hours, and…
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I beleive the advice given about looking further into the circumstances surrounding the disciplinary action and the rationale for the recommended increases is right on. However, I would add that in the very near future, if you truly want a "pay-for-…
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I think telling co-workers about a wedding, engagement or birth is of a child is an announcement of an "event" and is in no way a valid comparison to the practice of announcing what your sexual preference is. If this same guy wanted to announce he w…
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Let me put Frank's question another way- What if this employee,(or any other employe for that matter) decided he wanted to announce what type of sexual experience he enjoyed over the past weekend? Would this type of "announcement" be viewed as appro…
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Or you could just put your contractor on written notice that stipulates that you will not activley recruit their employees, but if any of them inquire about employment opportunities, you will give them due consideration as you would any other applic…
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I never understood why so many HR collegues support the payout of unused vacation (in states that don't mandate it) when termination for cause or resignation occurs (layoffs excluded). Vacation is a benefit of employment - not non-employment. If an …
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Although I agree that in at-will states, probationary/introductory periods are of little use - especially if you don;t have proper language stating that completing the 90 day marks gives the employee no additonal rights or guarantees of contiued emp…
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I guess my question to all of you is why wouldn't you require that all, or at least a portion of available vacation/sick/PTO time to be burned during FMLA? To allow allow someone to utilize FMLA without burning all or a significant portion of availa…
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As an aside, I would serously re-think basing FMLA leave on a calandar basis. This concievably allows an employee to take 12 weeks of FMLA in the last quarter of the year (i.e. Oct 1st through Dec 31st), then turn around and be eligible for an addit…
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Hoarding cash? Are you kidding? I don't know what businesses they are speaking of, but I know it's NOT the small businesses across the country, and those are the ones that employ 90% of the workforce. Those companies don't have any cash to "hoard" a…
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Can anyone cite one single example of a job that was created by extension of unemployment benefits? The only way to reduce unemployment is to stimulate job creation. Therefore, any funds being budgeted for UI extensions should instead be allocated t…
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I don't recall this ever getting resolved through the courts, but I'm sure that's where it will eventually be decided. Federal law still prohibits the use, possession and distribution of marijuana, and the Feds have raided several medical marijuana …
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As long as you are not violating your own policy about layoffs and recalls you have an outsourcing option. However, be careful that you are not just classifying those techs as independent contractors (IC's) when, in fact they would actually be consi…