blw
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Why are there concerns with giving students information? I occassionally see this issue on the forum. While, of course, we shouldn't do their papers for them, I would think that getting input from subject matter experts - us - would be some of the b…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-07-03 AT 12:45PM (CST)[/font][p]I use a fill in the blank outline format for on part of my OSHA training. When I implemented it, my most critical employee indicated on the training evaluation that the…
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As I was reading all the posts I kept thinking what Kathie finally posted. Why is she late? If it is just her poor planning that is one thing, but if it is school/daycare or another "fixed" issue, maybe her schedule can be adjusted by 15 or 30 minut…
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Just think in terms of being exempt from "having" to pay overtime. It's fine to classify an exempt as non-exempt and pay them overtime if you choose to. You just can't classify a non-exempt as exempt when the duties don't match the definition, becau…
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Find out if there is a local SHRM (Society for Human Resource Management) chapter in your area. They usually meet once a month. The meetings will be informative for you and it will be a good opportunity to meet a few people that you can call on with…
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One other thought to help you sell the issues to senior management is to present in their terms. You can mention legal issues, but focus on increased productivity, reduced cost per hire, etc. Explain to them how the 90-day increase can improve and p…
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In the state of Texas it is considered a voluntary quit if the employees last day worked is within the final two weeks of notice. It becomes an involuntary termination if the last day worked is before the final 2 weeks of the notice, unless the empl…
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I'm not sure. Maybe a different side of it. If I could go back, I think I would go to college and become an employment attorney. I like the law and I love debate!
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One thing that might help is to look at your organizational chart. We changed some titles due to a reorganization. When we looked at the org chart we compared jobs with similar responsibilities and similar reporting levels and gave them the same "st…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-21-03 AT 01:24PM (CST)[/font][p]We even allow vacation in hourly increments, which is cumbersome and I wouldn't mind it being full-day only. But I think week long only will have a very negative effect…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-17-03 AT 09:41AM (CST)[/font][p]Marc, Being with a non-profit also, I understand how you wind up with the information. In is inherent in the nature of most non-profits (and the smaller the more so) to…
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You can create a policy that employees who have been involuntarily terminated aren't allowed back into the building. Quite a few companies do this.
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Judy, Have the managers & supervisors had the chance to give input into the change. It can be much harder on them if all their evals are done at one time. We changed this year from all being done in December to all of them done on anniversary da…
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We started from scratch and haven't had any complaining. I had gotten a few comments on an employee survey that they wanted to change from the picture frames, candles and such to something else. I did a survey to see what types of things they wanted…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-02-03 AT 02:36PM (CST)[/font][p]We are non-profit and high turnover also. We annouce anniversarys at our monthly staff meetings. Our child care staff have their own recognition program run by the prog…
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I wouldn't allow it anywhere at work. Potential discrimination and harassment issues aside, even if we agree with concepts in it, it is worded in poor taste and inappropriate for the workplace.
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They definitely help! I just reviewed one of the worst resumes I've ever seen. Someone submitted a resume for a professional position. Their resume had name, address and phone number at the top, then a short 3-4 sentence paragraph with their experie…
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Only if it is quid pro quo harassment does the company have no defense. In Ellerth & Farragher, looking at hostile work environment harassment, the courts said that if a company has a published policy that employees ARE AWARE OF and complaints a…
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We have twice collected for lost or damaged cell phones. We haven't had any problem; we spread into 3 or 4 deductions for the employee. The sign the Equipment Agreement when they get the cell phone with the cost identified.
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One thing that helps me is to actually "schedule" appointments with myself. Just as I would have to put things off to attend meetings or appts with others, I tell someone I have a 2 p.m. meeting, come see me at 4. Then I close my door, meet with me …
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I agree with ScottOrr. While I, just like he, document and do not terminate anyone frivolously, "at will" is no longer the same animal it was. 50-60 years ago I wouldn't bother with documentation, I had "any reason or no reason" on my side. That con…
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Having been through an INS audit where I was subpoened and had to report to the federal courthouse for what felt like an interogation, I look closely also. I had one employee about a year ago bring in a SS card that didn't look right - the ink color…
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One thing to keep in mind. When it actually comes time for his procedure and the paperwork is being done, either the state or the hospital may choose to elect COBRA on his behalf and pay the premiums if it is still within the timeframe. The longer h…
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Ours are separate. We do performance eval's on the employees anniversary date. All increases are effective January 1st. As a non-profit, it helps us budget better.
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Mediation is different from conciliation. Mediation happens before an EEOC investigation, conciliation is after they have made a determination against the employer. At that point, they are not yet judge - simply mediator. I have mediated once, but i…
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Don, I'd say I usually agree with you. Sometimes I think your strong tone is what bugs me, but maybe that's because I have to work to come across so confident! I have a tendancy to second guess myself, but of course, don't want that to show. In this…
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Don, I have to be honest. Sometimes your posts bug me - they make me think, though. But I really like this one, it made me smile. Wouldn't you love it if we could develop tests and/or questions based on those things!
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Our policy states no visible tatoos. We have applicants with visible ones, and they are told if/when hired, they must be concealed.
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One of the most challenging issues for me is that even business casual is different by interpretation. I have read several of Kim Johnson Gross & Jeff Stone's books - they are great. However, my employees don't have the budget to dress the way t…
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We run them only on staff who will be "driving on the clock". We do them over the internet and it is fairly simple. All our employees drive their own cars. We also require proof of current insurance as their insurance is primary in event of an accid…