regdunlop
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"INSPECTION OF EMPLOYMENT RECORDS LAW" ACT of 1978, P.L. 1212, No. 286An employer shall, at reasonable times, upon request of an employee, permit that employee or an agent designated by the employee to inspect his or her own personnel files used t…
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you'll have to check your state law but i don't know of a law that obligates your employer to keep you after you've given notice unless it promised to do exactly that. employers concerned about security or other matters sometimes will ask the emplo…
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the equal employment opportunity commission has some advice:"Using arrest or conviction records as an absolute bar to employment disproportionately excludes certain racial groups. Therefore, such records should not be used in this manner unless th…
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i agree that you need to be consistent. if you conduct drug testing you should first have a written policy. in it you should specify all the job categories that will be tested for drugs and the circumstances when people will be tested (eg, cause) .
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i agree you should describe the behavior minus the label. you said such and such or you did such and such.
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we aren't unionized but i'd imagine that if you are in good shape as long as you treat all solicitation (union related or not) the same. i still think it will require you to be diligent about enforcing the policy consistently.
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i don't know whether you can bill an employee but i'd recommend that you check if you haven't done so your state law to make sure your existing policy of deducting from final paycheck is allowed.
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compensation may not be the problem. it could be recognition, benefits, commute, relationship with the manager, etc.. i'd try to find out what the issue for the employee is. you don't even have to mention that you saw their resume online. you can …
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is this a state or federal minimum wage increase? if so i always thought that you had to pay the new minimum wage for all work performed on and after the date that the new rate into effect.
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do really know that the employees is being dishonest? i mean was it a large amount of overpayment? does the employee's paycheck fluctuate each week? since i use direct deposit i know that i wouldn't notice a few dollars less or more in my paycheck …
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you are lucky ... we here in the private sector can't offer comp time. anywho, no requirement to have exempt workers as far as i know. having all non-exempts gets rid of the hassle and risk associated with determining exempt status.
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no way this is true. is it? what next. parents coming to business dinners to cut up their kid's steak?
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we say employees can't use cell phones for company business when driving. it's against the law in some states anyway. we haven't had a lawsuit but i read about a one lawsuit that resulted in a huge award to the family of people killed in an acciden…
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i am in favor of a 'comprehensive' form of immigration reform. one that steps up enforcement but creates a process that allows people to become 'legal.' i'd hate to see what our economy would look like if we expelled all the undocumented workers in…
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howzabout videos with employees and mangers discussing what their department does and what their typical day looks like. you can archive them on your company intranet if you have one for employees to refer to long after orientation is over.
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i agree with babahr. you give down the corporate ladder, not up.
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we have a policy on professional conduct but we don't ban office romances specifically. the reality is that they are going to happen. i'd rather have a employee come to us if there is ever a problem than keep it secret out of fear of being fired.
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donna, i didn't know the answer off the top of my head and did a little research. i found this. http://www.dol.gov/esa/whd/opinion/FMLA/prior2002/FMLA-107.htm Under the FMLA, the term “workweek” is the employee’s usual or normal schedul…
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i'd rather stay in the cheapest hotel by myself than share a five-star room with a colleague. in places like new york city hotels are really expensive but i'd rather try to save money in other areas than ask employees to share hotel rooms.
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you should read this IRS statement on leave-sharing arrangements. i clipped some it below but you can read it all at http://www.irs.gov/pub/irs-wd/0720017.pdf "However, this general “assignment of income” rule does not apply to certain situations in…
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it's a tangled web. can you hold an employee liable for their spouse's violation of a workplace violence policy? i don't know but if you cannot that's a big loophole.
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you have two separate issues. the employee's husband threatened another employee. this incident deserves your attention and your disciplinary policy should be carried out consistently. the second issue is management saying a married employee canno…
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you'd think someone from massachusetts would be sensitive to the issue of accents after all the comedy sketches involving his state's accent (saturday night live, the simpsons, etc.). his characterization of "us" and "them" also raised a few eyebrow…
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yeah both employers and unions were fighting the rules. don't see the two groups fighting on the same side everyday.
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i have heard someone else make the same recommendation. we make sure we follow the requirements of the law and that we are consistent and thorough. we don't want it to look like we were covering something up.
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a good resource is the human rights campaign which has model guidelines ...http://www.hrc.org/documents/HRC-Workplace-Gender-Transition-Guidelines.pdfthere is also information on federal and state discrimination laws on hr.blr.com ... http://hr.blr.…
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methinks balance is key. there has to be some reward for good work. you can chase the reward while taking pride in your job as long as you take a balanced approach. the reward can be a lot of different things and doesn't have to be a financial rewa…
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it sounds like you fear that your company is treating employees differently because of a protected characteristic. your company may find that other employees are going to start breaking the rules because of the precedent set with their coworker. if…
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we require employees to work the day before and after a paid holiday unless they have an excused absence.
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i would probably follow it with a face to face chat and ask about the email and what the person meant by what they said. you could let them know that you didn't know how to interpret their email and wondered if something was wrong.