Mentel
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- Mentel
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I assume you are in an at-will state and have an at-will relationship with this employee. I would make her aware of what you know and if you hear one more complaint, negative comment, retaliation against a co-worker, etc. you will fire her. When i…
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You need to lay out where he stands in relation to his absences and vacation. Let him know exactly what he has left before he is fired. Lay out the flex schedule. Do this in writing. Get him to sign and give him a copy. Then let the chips fall …
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Don is right. You can't set up artificial barriers and still be competitive. Not in our business. I know that our employees are recruited in the evening, at home. I am also aware of employment agencies calling here at work. If an employee gives…
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I am also looking for more info on bonus plans. We give bonuses to just management employees because the rest get either time and one-half overtime or straight time overtime. I would like to have part of it based on overall company performance but…
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Why would you want to make a hiring decision based on whether the applicant filed a wrongfull termination suit or discussed it with their attorney? There are lots of other things that you should be using to make your selection like qualifications, …
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Maybe you should find a job where your inner child is happy. I work in such a place.
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Yes. Employees may take their child to work. We have mostly professional employees (not manufacturing) so for the most part safety is not an issue. We encourage employees to do it for a half a day and have the child meet with people from various …
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Your problem is not a lawsuit in the making. It is the problem of the director that will drive good employees out of the organization. Find a way to get this director some training/help in learning to communicate without anger. You will be doing …
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Have you considered writing up this guy's boss for not doing his job? You may need to go higher up the food chain to get this resolved if the immediate supervisor is a wimp.
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If you are in Wisconsin, Illinois or Iowa, the MRA is the way to go. Membership is reasonable, they have great surveys and legal material, and very good seminars on HR, manufacturing, supervision, etc. I would recommend them.
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The Feds want you to pay all work time, including business dinners. Travel time is another story. You only need to pay travel time that crosses normal work hours(even weekends). But you need to check Wisconsin regulations. They require you to pa…
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Why are you the only one who has to be concerned about morale? We have a company activities committee of which I am just one member. The group comes up with ideas and carries them out. This gets lots of people involved. We have a couple of stick…
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You need to have a sit down with her. In advance, prepare a document detailing the problems with her performance, dates of when it has been discussed in the past, any past efforts to improve it and what she needs to do now. Put a deadline on her a…
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Get some time alone with the CEO and lay it out for him. Do it in a positive "I'm doing this for the good of the company" way. As I have said before, being honest is always your best bet. You don't have to be vindictive but show the CEO the email…
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Rocky is right on the money. Get everything down in order of occurance with any documents that you can come up with. Keep it in a safe place. Talk to your own attorney. Get your resume up to date, NOW!!! Do you really want to work in a place li…
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You should be honest with the attorney up front and tell him/her the entire story. It sounds like the firm would be best off by settling early and minimizing their losses. Are you new to HR? Why didn't you question what was going on? Your boss u…
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Why isn't she considering calling to her State Equal Employment office for some advice on whether this is a state or federal claim? They are very helpful in getting paperwork going. She should also be considering a Federal claim with the EEOC for …
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Way back, probably 20 plus years ago, I worked for a large manufacturing firm at their corporate headquarters. I was working in non-exempt recruiting and compensation planning. I was only a year or so out of college when I started there. I worked…
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Your right. There is something very wrong with this guy. Don't just get rid of him at the first chance, I would consider discussing this with the local police.
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I have had some experience with this type of incident. I am the HR Director and I would bring the Plant Manager in to my office and have a private, off-the-record talk (friend to friend) about how her behavior reflects on her career and the company…