jonijohnston
About
- Username
- jonijohnston
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
This is certainly outside of my area of expertise, but I would want to be sure I wasn't doing anything illegal like "mail tampering" - you might want to check federal and state laws.
-
We don't typically advise our clients to suspend employees without pay. Here's the reason: if s/he engaged in gross misconduct, termination is warranted. If performance has been poor in spite of verbal and written warnings, we suggest one day of…
-
While I am not an attorney, I definitely think you could be in hot water for refusing to hire someone who is on Methodone. As per http://www.mrinc.com/ADA.htm: A person who takes morphine for the control of pain caused by cancer is not using a dru…
-
What conversations to date have your or his supervisor had with him about his recent performance problems?
-
I would also think some kind of investigation is in order, starting, of course, with the head-ramming manager. I appreciate the employee's desire to speak 'off the record," but this is potential safety issue and I would want to get input from other…
-
I have emailed my colleague to see if she can send me the guidelines. In the meantime, I found this at http://www.ed.gov/ under Revised Sexual Harassment Guidelines: FERPA is also relevant when a student accuses a teacher or other employee of sexua…
-
Again, I disagree. I spoke with an attorney colleague of mine and here's what she had to say about the rights of the accused in a sexual harassment investigation. "If the accusations against you were for harassment based on sex, race or other prote…
-
Here's the basis for that comment. If the person goes to HR, they are making a complaint. Doesn't the person whose been complained about have the right to know the nature of the allegations against him, including who made them? From my expert wit…
-
I wonder if other employees would be willing to support you on this. Regardless of whether you take it to HR or confront your boss directly, he is going to find out who complained.
-
I have a different perspective on this. I would handle this just like any other performance problem, i.e., the supervisor sits the person down and tells him he has been excessively absent from his work station recently (if he asks where the informa…