Shawn
About
- Username
- Shawn
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Here's a tip.......don't eat yellow snow!
-
I think one problem is that you don't understand that you are part of management. You consistently refer to three groups......management, the employees and HR. HR is part of the management team. In some organizations, the leader of HR is a VP u…
-
I do all the discipline. It alows me to spend time one on one with the employees who realy need the attention. With 210 employees it gets busy. Some days I do them with more than one employee at a time. Saves time....Everyone in the room is here…
-
There is a difference between what would be in the employee's "best interest" and what is "medically necessary". It would probably be in the employee's best interest if you paid him/her three times what you are currently paying. I would make sur…
-
I have always wondered if it is legally permissable to discharge the employee and then advise him that if he does not repay the full amount to the company within 30-60 days that a police report will be made. That might solve 2 problems........he is…
-
The leave is typically for grieving, as opposed to funeral arrangements. 6 days seems reasonable given the mom and brother. Of course, I would give more sick & vacation time off if requested.
-
How about this? Please note that Mr. Manager is no longer employed at the company. Suzie Q will be assuming Mr. Manager's duties until we can find a replacement. On a completely unrelated matter employees are reminded not to falsify commission …
-
If you have only one employee, then you could have an Intervention. Call a staff meeting where everyone can lecture the person about the health risks. That sounds like a lot of fun for the person being smoked out.
-
I think we have missed an important point. When you boil it down, most companies expect the employee to be starting to actually work at their scheduled start time......Not just arriving in the building at the scheduled start time. I work in an off…
-
I'm sure you can reduce the hours. However, if you were the EE hired with an understanding that you were a F/T employee then you wouldn't be so happy to hear "you have done such a great job of getting the work done quickly that we have decided to s…
-
Nevada, It seems like you are acting as a payroll / benefits clerk, but titled an HR Administrator. Perhaps you could get some literature from SHRM or one of the other organizations about what HR does and how it can save the company money. Once yo…
-
I think there are enough responses indicating that this sounds harsh to raise the red flag. I think Shadowfax's story lets you know how a jury might react to this. After reading the other posts, I think the best course of action is to make every…
-
You kind of have me on this one.......I'm normally considered pretty tough, but GEEEEZZZ, this sounds like an awful place to work......especially for a preschool, which is a family oriented organization. It sounds like the Director gave you notic…
-
When you have an HR Manager in house you can just walk over and ask anything you like. When you outsource something you generally pay as you go. I think that if you outsource HR, you are likely to begin consulting your HR consultant less and less…
-
[font size="1" color="#FF0000"]LAST EDITED ON 08-21-03 AT 01:17PM (CST)[/font][p]Don, You should come and try a spin in the public sector. Our staff not only have civil service protections and appeal rights, but they are protected by a CBA. We pr…
-
You actually have to be very specific. The notice can make or break the case on appeal. You need to list the charges and the specifics so the employee is prepared to give his side. Below is sample of our letter. I edited out some info: Dear Bad…
-
Unless you are in an area that is heavily reliant on public transit (cable cars or subways) then what would the reason be for transportation problems? Cars work without electricity. Unless I'm missing something it seems like you should require use…
-
Loudermill only requires an explanation of the charges and evidence and an opportunity for the employee to respond. Loudermill does not provide the employee with advanced copies of the evidence. Advanced copies may be required in discovery, but no…
-
This is an example of why HR should be part of the decision making from the beginning, especially in a RIF situation. You should always understand the rationale for every HR decision. When the time comes to explain who made the decision to lay her…
-
If your staff are not trained medical professionals then do not allow these folks to come in and use your facility as a detox center. You now have established a pattern of allowing folks with a medical condition (self-induced) to seek refuge in you…
-
Your "hearing officer" does not have to be completely neutral. We use a manger from another department who is not in the employee's chain of command. The hearing officer & employee simply have to hear a brief explanation of the charges and evi…
-
I agree with the last 2 posts. Don't go to the boss with employee complaints and ask him not to reveal names to the alleged bad manager. It makes you look like you are handling the situation like a gossip. Tell the complaining employees it is fin…
-
If you keep the employee who wants to rescind his resignation, then you will need to be prepared to do the same for the really lousy employee who quits next week and then decides he wants to stay. I would not want to create a past employment practi…
-
Stop letting her come in early. It is obviously not much of a help if you can't even verify that she has produced any more work for you. It is also the source of some of the problem.........I'm flexing my schedule because I was here working while …
-
Let me play Devil's Advocate: You hire a manager full time and don't feel a need to get him to sign a non-compete document. Now, you cut his hours and think he should be happy to sign a document that protects the company and limits him, at a time …
-
We have a saying...........if you want to kill an idea, then send it to committee! Keep control in HR where it belongs. Who should be making the discipline decisions, the janitor?
-
We were sued in federal court for discharging an african americam employee. She never filed anything with the EEOC. She skipped that step all together. No recourse though, she doesn't have to go there first. We settled out of court for a small a…
-
I agree with Don.....no discipline. Just recoup the company's portion of the health care insurance they have put out when they shouldn't have been putting anything out. That will be pain enough.
-
Fire all three employees. They all have been participating in harassment, despite policies to the contrary. You will be surprised how few of tyhese problems you will have in the future after that solution becomes well known.