Shawn
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It sounds like one of you should be reporting to the other. It almost sounds like you have 2 HR Directors who have split the duties and you keep bumping into each other. It isn't clear to me who should be the boss based on the duties you described…
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We are an Ohio public agency. When we want to suspend / terminate an employee the employee has a legal right to have a pre-disciplinary hearing to hear the charges and respond. After the hearing, the employer can suspend / terminate. We serve ch…
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I agree with Don. I also agree it is not hostile work environment, but could result in a construictive discharge suit from fellow victims......I mean employees.
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Don't do it. Establish an appeal process that goes from low level managers up to the head boss, with his/her decision being final.
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Have you thought of telling her that if she travels via car that she is responsible for eating the travel cost and using vacation time for her travel time? If she is willing to do that, then let her. If not, then require her to go via plane or fac…
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The real question......Is lifting more than 20 pounds and climbing ladders an "essential function" of her job. If so, then you can tell her you have no work for her, as she is unable to medically perform the essential functions of the job. If those…
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How about head guy/gal in charge of nagging grown ups to do what they already know they are supposed to do, but just plain don't.
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HR Manager, Director or Administrator are all interchangeable, depending on your work environment (private vs public). HR Generalist is a term used by SHRM as a general HR certification offered by thatparticular organization. SHRM is generally for…
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Call the temp agency and tell them today is her last day. Let them inform her at home once she has completed her work. Pack up her belongings with a witness present (no sense getting accused of theft). Deliver the box of her belongings to the tem…
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The previous post is correct. However, in my view, employment at will does not exist anywhere in the U.S. Go ahead and try to tell a jury that you fired Joe Six Pack Employee for no reason......just felt like it.
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We do it exactly the way Don D described. It works well. Sometimes, staff complain they should get it retroactively to their graduation date when they do not provide proof for several months. We say it is effective after graduation and upon prese…
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Most health insurance carriers are drafting those notices for all of their employers.
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I advise Supervisors to keep notes for their employees regarding positive and negative performance related issues. I explain they need to be factual, with dates, and nop editorial comments. Supervisors are made aware that these could be subject to…
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Ignore the whole thing. Lots of people say dumb things at work and we don't issue memos each time. This too shall pass. I saw a sign on the news today that said "give war a chance".
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In Ohio public employment the employer must be able to prove that they have acted on the resignation. So, we make a habit of immediately responding with a letter, saying we accept your resignation. If we can't show that we have acted on the resign…
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We had folks brining in pictures of their family and putting those on the computers. We got tired of it and set all the computers to one common background and screen saver.
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Put a tape recorder in his office with a message that repeats "quit your job" every few minutes. Hopefully, that will resolve your situation.
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I say Baloonman and Don D are crazy. Live to manage another day is my motto. Never, never never transport sick or injured employees. Something that looks minor may be problematic given someone's medical history. What if they go into a seizure in…
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Don D, What's with the secrecy from the internal applicant's current manager? Seems like that assumes the current manager will behave poorly or hold it against the employee trying to advance his/her career. I tell the employee's manager, and they…
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Have the manager immediately document that she told him/her she lied and file that away. Then, bring her in with the full intention of firing her. Act sympathetic to her plight, having to lie and all. When she admits it (thinking you are on her s…
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If you don't adjust the people who are already making more, then your newbees end up making the same as someone who has been with you for a few years. We typically adjust the starting wage and then adjust the folks in that same pay range to some ex…
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I see this a bit differently. You have already allowed this to happen once with no formal discipline. You can't suddenly treat him like he has already been disciplined. He was "counseled". That just means someone talked to him. I would issue …
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If you are going to do it, then require everyone to do it. Include yourself and your CEO. Nothing shows legitimacy more than being part of the solution.
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I think Rose is onto something here. Lets start charging employees for supplies (paper, pencils, etc.) too! Then, we can require them to be turned in when the employee leaves employment. That would surely reduce costs.
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Don't forget to have a witness. Otherwise, the employee could sue you and/or the company and say "he told me I was fired because I am (insert age, race, disability, gender, marital status, etc). Make the Supervisor sit in. I find that it makes …
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I have been exactly where you are. We terminate at the end of the day when staff have gone home. We escort them out after collecting ID and equipment and letting them gather their personal belongings. I had to stand with an employee for over an h…
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It is the same deal in Ohio. If you terminate for insufficient performance then they get unemployment. I generally agree with Don. If they aren't up to the task then they aren't a bad guy. However, sometimes you have people who MAKE NO EFFORT an…
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Treat this employee no differently than any other employee. As soon as you start treating her differently because she is pregnant you are asking for trouble from other employees who do not benefit from the same treatment. I would carefully documen…
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We had a very similar circumstance with bargaining unit employees who have a 5 minute grace period in the morning. The CBA used to read "those employees arivivng during the grace period shall not be docked". Some staff started arriving 5 minutes l…