janeS
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We would comply if it involves a police officer with a warrant, especially regarding criminal activity as we would need to know what to do about the employee ourselves. However, if it is a police officer or constable just wanting to serve a supoena…
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As Pork, only as witness when participating and I sign after the EE....with my title following my signature in my handwriting....just in case. Jane in Lex
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We are a healthcare facility, hence, we REALLY care if our EE's are impaired. They are required to report any new medication that may have side-effects or cause them to be impaired. This info is reported to the Associate Health Coordinator with th…
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We have a Corrective Action Policy which holds us accountable for our conduct and behavior on or off duty. That being absent here, I would say you could do several things: one would be as others have suggested with immedicate termination OR falsif…
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Pork: Thanks so much for the clarification. Your explanation was the mode of operation we were intending to use...so it's nice to know we don't have to re-do that part. Thanks also for all of the Wonderful info you sent me last week. Makes for g…
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My question to you would be: if we do randoms or Fitness' for Duty with saliva and those results are positive, then we do a blood and urine and send it to a contracted NIDA lab, the original saliva test will get us shredded in court? Thanks in adva…
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Thanks to all who answered the post. Unfortunately our own Labs are not NIDA certified and their testing/results will not stand up in court should it get to that point. I appreciate all of everyone's valuable info. Jane in KY
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I would kick him...but then I never would have walked into the room to begin with, not knowing any circumstances. Did you kick yourself???
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Yeah, we're in a 'feeler' environment too and that is the worst. They want to only document incidents with a 'note to file' as opposed to starting with the disciplinary process...then the whole thing blows and they want ME to terminate the ee immed…
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We are a 3200 HeathCare facility and it is unbelieveable the sense of entitlement we find our candidates have. Everybody seems to think they should be hired and want to argue about it. We get a lot of walk-ins who fill out an application and th…
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Actually I do not know if our state outlaws smoking, I doubt it as it is a tobacco producer, but in our town, one cannot smoke in a public building...which took a little time getting used to not being asked, "Smoking or non?"...which now is weird if…
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>Jane: >I'm not certain what your definition of Drug >Diversion is, so will withhold my suggestions >and avoid speculating.... >We randomly test our 2700 healthcare employees >monthly (25% of population)and do a 9-panel &…
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Pork: Great detailed advice from a respected sage. Thanks! js
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Thanks, all, for the input. I have learned something I didn't know about UI. Guess I'll just have to check the state regs...where is mwild when you need her?! js
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I am part of HR in a 3,000+ ee hospital system. When I first arrived here about 3 years ago the managers were running the process. Overtime, that has changed. Basically the biggest issues were fairness and consistency with salary quotes, the fact…
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We are a 24/7 Hospital so we have the possibility of relatives and beyond and here is how we addressed it. If it's a relative, policy defines who a relative is and states that no reporting relationship can exist, nor can they work on the same shift…
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Here's another scenario.... Last year we implemented 2 new disciplinary policies: Corrective Action for behavior/conduct and Performance Improvement for quality of performance...with each policy having 1, 2 and 3 stages...but if an Associate recei…
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Still: I have been in healthcare for almost 3 years now and it is a continual learning process. Everything everyone has already said is absolutely true...but I don't think I've worked in a more rewarding environment...or with such caring, passiona…
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C: What did the note say? Didn't the doctor already spell out the light duty requirements in the note?(type and duration?) If not, I would direct the ee to her doctor for clarification and take her off the schedule until you are clear on what is a…
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Yes, Don, you are absolutely correct on all points so let me clarify further. HR will be doing all the keying in...but coming up with the Supervisor's ee number...as opposed to just using their name...is going to be an extremely time-intensive task…
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Ditto everything Don just said...plus we hit almost the entire Manual during Orientation and having reviewed the Manual is on the Orientation sign-off sheet as well. Both acknowledgements go in the ee file...and has proven extremely helpful...and p…
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Lots of good advice here...but as a former smoker, I can personally attest this ee may not be aware of the offensive aroma...as we can all become immune to our own scent...be it tobacco, perfume, etc. (Ok...the etc. is not acceptable!) Sometimes ju…
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Too often I think we all try to make decisions based on what the EEOC may think...and sometimes shoot ourselves in the foot by prolonging either our own agony or the non-performer's. That being said, restructuring is certainly a viable route and yo…
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Thanks, Hunter1...appreciate the input. Boss was on vacation and I was sweating bullets!