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HR36

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HR36
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  • I am not sure that Title VII has a geographical limitation (i.e., would anyone in this county be offended by this sign). The test is really whether the sign causes a hostile work environment or is discriminatory "based on" a protected classification…
    in Ignorance Isn't Bliss with Offensive Words Comment by HR36 September 2007
  • How about gift cards, AmEx vouchers, or movie passes?
    in Bobblehead as Employee Perk/Benefit Comment by HR36 July 2007
  • You have not said where you really want to work. Do you want to stay where you are? Do you really want to leave? Do you not care? The answer to all of your questions really  hinges on where you want to be. If you are playing one employer off of the …
    in Negotiating pay with new employer Comment by HR36 July 2007
  • I don't know if personal experience is the absolute indicator of success, but for Gen X (and younger) employees/candidates I have found a clear relationship between playing sports and professional success. The employees I've hired who played sports …
    in Team athletes better employees? Comment by HR36 July 2007
  • You have lost sight of the point -- the practice drill (not the surprise). Just do it Tueday - if anyone guesses, then so be it.
    in Surprise fire drill Comment by HR36 June 2007
  • OK - I personally would not pursue a performance issue without prior documentation. I would, however treat her exactly the same way you would treat any other employee with a temporary disability. If you (and your STD insurer) pursue medical document…
    in Pregnant Employee Comment by HR36 June 2007
  • Hi Toshia: The PDA is different from FMLA. The PDA applies to employers with 15 or more employees. The PDA  prohibits discrimination on the basis of pregnancy, childbirth, or related medical conditions. The basic principle behind the PDA is that wom…
    in Pregnant Employee Comment by HR36 June 2007
  • It could also create problems of discrimination. Just like we would not require a photo to be submitted with an application, we probably should not see or consider an applicant's race, color or ethnicity,when making an employment decision (i.e., dec…
    in Video Resume Comment by HR36 June 2007
  • We go to the source for tech employees -- blogs and other tech-favorite on-line stomping grounds to talk up our organization and do some grass roots recruiting. We also rely heavily on branding and word of mouth -- giving employees nice benefits and…
    in Generation Y Comment by HR36 May 2007
  • Yuck! You might also want to check any high-backed chairs in conference rooms (especially cloth chairs) where the employee may have sat. Kids at my son's camp got lice and it is VERY hard to get rid of! I wonder if you can get a doctor's certificati…
    in head lice Comment by HR36 May 2007
  • Unfortunately we really have to crank down on leave to get the FMLA paperwork out the door ASAP after 3 days of absence. It is a pain, but dealing with a misstep on the FMLA is worse!
    in Whoops! FMLA Designation of Leave Comment by HR36 April 2007
  • Thanks Jaime - that is a great resource!
    in workplace violence Comment by HR36 April 2007
  • Hi Joy: This is what we use: Access. Employees are to have reasonable access to personnel medical and immigration records during business hours. Copies may be made of items at the expense of the employee. Additions. Employees may make corrections t…
    in Access to personnel files Comment by HR36 March 2007