› ›

HCCADC

About

Username
HCCADC
Joined
Visits
0
Last Active
Roles
Guest, Member

Comments

  • We have more of a 'generalized' manual. It gives us room to apply it on a case-by-case situation. Obviously, we use past practices for every policy we have, but at least when something different comes up, we can apply it to fit the business need. An…
    in Policy Drafting Question Comment by HCCADC March 2004
  • Thank you all for your answers. It is nice to hear how other HR professionals are conducting business.
    in Interview ?'s in Personnel Files Comment by HCCADC March 2004
  • Sorry I didn't clarify enough. The interview questions that I ask in the interview, I write down (and so does the Manager) answers that were given. When I hire one of the candidates, I don't know where would be the best place to put the answers to t…
    in Interview ?'s in Personnel Files Comment by HCCADC February 2004
  • When my previous company closed down my branch, it was 2 weeks per year you worked. As an employee, I felt that was fair.
    in Severance Pay Comment by HCCADC February 2004
  • I might be missing something here, so if I have disregard this message.. Why are you accomodating? I understand that you want to make an employee happy, but you stated in your first post that she does not have a disability. If you continue to accomo…
    in Can't make her happy! Comment by HCCADC February 2004
  • Definitely get a policy in place! Besides, just b/c the ee does the illegal drug the night before does not mean that the substance is out of the body's system.
    in illegal substance Comment by HCCADC February 2004
  • An update: I called the ee in, explained the complaints and she said that they were untrue. She volunteered to take a drug test for us. I agree with Don about the newspaper, I told the same thing to our Executive Director. She felt that we still ne…
    in Fast answers-I will be indebted to you! Comment by HCCADC January 2004
  • Our facility is a Human Services agency. We have had 3 complaints that she is using drugs. The last complaint was anonymous, the first 2 were from different parents. The last person threatened to go to the newspaper (which this doesn't bother me as …
    in Fast answers-I will be indebted to you! Comment by HCCADC January 2004
  • Putting legality aside, I have to say, I wouldn't want to give a POTENTIAL employer my ss number. We don't ask for it on an application due to the privacy of others. I wouldn't want to be responsible for someone obtaining a ss number from one of my …
    in Employment Application Comment by HCCADC January 2004
  • I read that also. We have ours by a front entrance that people are suppose to come in, but that doesn't always happen. It is in a common area. I think the article said that there wasn't any regulations on where to post, but they suggested to have it…
    in Where all to post posters? Comment by HCCADC January 2004
  • Why didn't any of your employees bring this information to your attention before this incident?
    in Is this Retaliation? Comment by HCCADC January 2004
  • This just happened to us in Sept. I have the same policy as Ray. The employee never did show up or return my phone calls. After the 3rd day, I sent her a letter of termination and closed her file out. She tried for UC, but didn't get it. Follow your…
    in JOB ABANDONMENT-HELP!! Comment by HCCADC December 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 10-30-03 AT 09:03AM (CST)[/font][p]What has your practice been? Do you do criminal checks on every employee? If you do, I would use that as my source. I have to do background checks on all employees that…
    in Convictions in hiring criteria Comment by HCCADC October 2003
  • Thank you all for the advice. This is the first chance I have gotten to respond. It isn't going any better. I now have both employees in my office or on the phone telling me EVERY little thing. I plan on sitting down with both on Wed and trying to w…
    in Need some advice Comment by HCCADC October 2003
  • Thank you for the info. I called the company and got the info that you suggested.
    in OSHA Question Comment by HCCADC October 2003
  • Well an update: I have 4 different stories. The funniest part is that 2 of the stories came from the employee that said the supervisor grabbed her. I called the employee and she said that she didn't want to come back to work in any position. So I am…
    in New Employee Problem Comment by HCCADC August 2003
  • If she was on intermittent leave, will she have worked the required 1250 hours to be eligible for FML again? It states that "The individual must be able to perform only the essential functions of the job, with or without reasonable accommodations."…
    in How long to hold position Comment by HCCADC August 2003
  • I can REALLY relate to you! I was in a similar position (not HR related though), where the job was so stressful, I was working 7 days a week 12 hour days and the ONLY thing I was doing correctly (according to the manager) was data entry. I had mysel…
    in Job is not what they said it would be Comment by HCCADC August 2003
  • Thank you all for your answers. I was stressing a little bit over this. I really don't like supervising either! I have a good relationship with my employee, but I prefer to be a mediator. That is one of the reasons I went into HR, so I wouldn't have…
    in Supervising as the HR Manager Comment by HCCADC August 2003
  • Thank you. I didn't know if anyone else had this situation ever occur. I will call our lawyer and let you know what he suggests.
    in Employee Personal Life Comment by HCCADC August 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 05-29-03 AT 02:35PM (CST)[/font][p]Thank you all for the replies. I have checked with Labor and Law compliance, and we do not have a law in PA that regulates benefits. We do not distinguish between sick,…
    in Paid Leave Comment by HCCADC May 2003
  • Thank you for your help. That really helps. Have a good day!
    in Help Quickly! Personnel Files Comment by HCCADC May 2003