RuthG
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Comments
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maybe you could discuss emaill etiquitte at a deaprtment meeting. Perhaps employees would think more about it your company made an issue of it.
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My personal opinion is that someone should show respect for a workplace and come dressed decently to an interview. But this is only one aspect of the impression made - there is also their skills, experience, education, etc. Showing such a casualness…
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A few sources: internet newspapaer ads job fairs word or mouth bulletin board posting at work employment agencies radio and tv ads referral offices of local colleges community groups alumni associations trade publications professional associations
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I would agree that this manager needs training. This may be the time to start a management training seminar at your company for all managers. An annual half day of training for all managers. That way you can get your points across without singling o…
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I agree that this information needs to be investigated. If there is harassment involved and it can be shown that you knew about it, even from this venue, then there may be a legal problem for your company if it isn't investigated. You might also ta…
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Your company is rather elaborate having each person buy a gift. I would think that might get cumbersome, and expensive, for people after a while. At our company we have a monthly party with bagels or pizza to celebrate all birthdays in the company t…
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We used 360 degree feedback at my old company and employees were afraid to tell the truth about negative things and the reviews were really slanted towards the positive.
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It would be wrong to withhold pay. Instead it is your company's responsibility to get manager to sign the timesheets. You can discipline the manager for not doing so in order to encourage consistency.
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Generally, New York requires employers to pay workers for reporting to the workplace, even if the employer has no work for them to do. An employee who is requested or permitted to report for work on any day must receive at least 4 hours' pay or, if …
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Every company I have worked at has celebrated Halloween. Some employees love dressing up and it can be a great morale booster - cheering people up as the weather gets worse heading towards winter. If there are people offended by Halloween due to rel…
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I would suggest a PTO plan where employees can take time off for whatever reason, rather than your current characterization as sick or vacation days. It eliminates your problem and make the accounting easier.
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What you have described is a pretty common approach to non-union grievances and a good one. We have a similar one at our company.
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You do not have to pay your employees overtime or offer any sort of "comp time." They are exempt from the FLSA, so you can even have them work a regular 60 hour week for their salary and it is not a violation of the law. You can tell them to be in…
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Definitely don't get into the details. But you can tell them that the coworker is no longer with the company, what your plans are for filling the role, and make them feel assured that it will not affect their positions in the company. Often, teammat…
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Our employees were thrilled when we did this because they no longer had to "fake" sick days. HR likes it because we only record days off, not vacation vs. sick days for our employees.
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We also offer flu shots. Employees insured by the company get them free and other get them for a small amount like $25 or $30.
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Registered nurses are generally exempt, while licensed practical nurses are generally nonexempt. That being said, it is perfectly legal for your employer to require you to clock in. Most employers do not require exempt workers to keep track of hours…
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Speed interviewing would seem to be more appropriate in jobs where a first impression is very important - jobs requiring a lot of contact with the public. For research positions or desk jobs not requiring public contact, where other skill are more i…
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We don't use floating holidays at our company, so employees may use thier PTO to take those days off.
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I agree that it is easier said than done. You really have to be able to show that it is a work related termination. Jack Welch would terminate across the board based on performance ratings, so it was easier for him to show that it was work related a…
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We have just under 200 employees. Out HR dept is 3 people, IT is 5, and finance is 6. We are a commercial entity.
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I doubt anyone would get lung disease from the occasional bag of popcorn being popped at work. But perhaps the all natural brands like Newman's Own or Bearitos don't have the harm-causing chemical. Not sure, but it's worth a look.
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Have a lunch potluck where your team members can bring in their families. Send employees birthday cards. Allow employees to work flexible hours. Make community connections to offer discounts to employees. Have a casual day at work. Have breakfast m…
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You should list qualifications, such as · The employee has been transferred or reassigned within the system at Company request · The Company requires the employee to reside in a specific area, or the employee wishes to move to anothe…
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Disasters are unpredictable, but there are steps that you can take that will improve your chances to survive and get back in business faster. The essential first step is to designate the individual(s) who will put together the plan for the company. …
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You know, if you add up all the time they are on smoke breaks, it can add up to an hour a day. That's a lot of time, and really is unfair to those nonsmokers who are working that whole hour. Often smoke breaks turn into conversations that can last t…
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Yes, any hours your employees work over 40 in a week would be considered overtime hours. You cannot avoid paying overtime by turning them into independent contractors when they work over 40 hours at these seminars, because really they would still be…
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I like to ask whether someone is a big thinker or a detail person. This can tell you a lot, and whether a particular job might be right for them.
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Maybe some of your employees are undcomfortable talking in front of others and would prefer to give their suggestions in writing.You could give them a mandatory survey to fill out.
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That's unsettling news. Workplaces often have unhealthy air - cube walls, mold, dust, etc Not to mention fumes in some manufacturing plants, printing companies, etc. We should be able to open the windows and let in some air, but all the windows are …