davids
About
- Username
- davids
- Joined
- Visits
- 2
- Last Active
- Roles
- Guest, Member
Comments
-
I have dealt with employees with anger management issues many times (too many!). I usually start out by "recommending" anger management counseling; so it is the employee's choice. However, if the employee chooses not to seek help and the behavior …
-
I had the same thought as Frank. If a substantial number of employees are looking for ways to avoid performing those tasks, they must be very unfavorable tasks. You need to find an incentive for employees to perform those tasks. Money usually doe…
-
I am assuming that an "11% layoff" means you are laying off 11% of your workforce. If that is the case, you need to look at the impact of all the layoffs on those older than 40. What percentage of your work force is over 40; and what percentage …
-
You need to check your state's wage and hour laws. In my state, an employer may not withhold final pay (or portion thereof) when the employee has not returned property. The same would apply to accrued leave if the employer's policy or practice has…
-
Both my former and current employer had donated leave programs. At my former employer, the leave was coverted based on the donor's hourly rate to the recipient's hourly rate. The employer could also subtract hours equal in value to the cost of con…
-
We had a similar situation with a police officer. He was accused of an off-duty sex crime. Our intent was to investigate and take action irrespective of what happens in court. Even if he was found not guilty, we could still discipline or terminat…
-
I have read several reviews of the case by employment attorneys. The critical point, I believe, is that the ruling was based on the specific facts that the employer set up a practice that established an expectation of privacy for text messages. Th…
-
Unless your collective bargaining agreement specifically allows the employees attendance with pay at union meetings, I think you can require the employee to make up the time. Of course, you will need to be consistent on how you treat all employees.…
-
Same here in Oregon. We provide employees with two 15-minute breaks. There are no special breaks for smokers. Effective January 1, 2009, the Oregon Indoor Clean Air law will also prohibit smoking within 10 feet of a building entrance, exit, windo…
-
I agree with Paul that appropriate documentation (and I emphasize the word "appropriate") should not be feared as something that will come back to haunt you later. By appropriate I mean an objective recitation of your observations. Where documenta…
-
I have dealt with similar situations in the past. Unless you catch someone in the act, there is really nothing you can do. Although, what possibly could help is putting a sign on the refrigerator door that says 1) employees should clearly mark the…
-
Unless the employee has a property right to the exempt position (as a public employee, through a union contract, etc.), you always have the right to transfer the employee into another position. Actually, even if you left the employee in his current…
-
These situations can be tricky; but all you can do is address any negative impact on the work environment. I would counsel the employees regarding the potential impact if the matter does spill over into the work place. At a past employer, I dealt …
-
I agree with others - unless he is entitled to some protection under your state's laws, at the very least, discipline him. Actually, I would terminate. If he is acting like this during his first few weeks on the job (when most employees would be o…
-
It is a thought-provoking article; but it makes me think that we are coming full-circle with how HR is viewed. I have been around long enough to remember when some organizations believed that "anyone can do HR work"; and HR was given to finance fol…
-
If the employee has given notice, we set up a time before the last day to sit down with the employee and go through our exit interview questionnaire. We have an HR employee ask the questions and write down the responses. We do ask the employee to…
-
Reference checks will probably be your best bet. You might also come up with an in-basket exercise that will allow you to observe the candidate in action.
-
This really amazes me. My children are 22, 20 and 17. The 22-year old just graduated college and is seeking work. The others will shortly be seeking summer jobs. I will give them advice on seeking work and, after they have jobs, how to handle di…
-
At a former employer we supported a program that trained dogs to become guide dogs. So, employees who signed up were assigned a dog and trained on how to train the dog. These folks were allowed to bring the dog to work as they needed to be with th…
-
I believe you can require an employee to enroll in your insurance plans, even if he/she has to pay part of the premiums. I have worked for several employers that had such a requirement. We always made it a condition of hire that the employee enrol…
-
I agree with others that I would not terminate for the arrest. The issue is can he perform the functions of his job. It sounds like if his license is suspended, the answer would be "no." If he is issued a temporary work license/permit, you will w…
-
If May 14 is the date she becomes FMLA eligible, and she has an FMLA qualifying event on that day or after, she would be eligible for the entire 12-week period.
-
I have dealt with this type of situation. Unfortunately, we have to deal with it as a performance issue. Either the employee is performing satisfactorily or not. If not, we address the performance. I think you need to adhere to whatever your pol…
-
"Loss of vacation time" is listed as one form of discipline along with "reduction in pay" and "suspension with loss of pay."
-
We also use the option of reducing salary. We are a municipality; but I also did this when I worked for the state. Again, our collective bargaining agreements specifically provided for a salary reduction as a form of discipline. We, however, do n…
-
We have imposed a reduction in vacation hours as a form of discipline. I agree that the upside is that you don't have to suspend the employee and then pay another officer overtime to cover the shift. In our situation, this type of disciplinary ac…
-
I think it is a negotiable subject. However, it sounds like submitting the claim through your insurer has been the acceptable practice up to now. If that is accurate and that practice has occurred for an extended period of time with the union's k…
-
Our collective bargaining agreements specify two years. However, even beyond the two years, we have latitude to use the prior discipline as evidence that the employee had been previously warned. It really depends on the nature of the infraction or…
-
I think this thread has gotten off course. This started with rita opining that because we occasionally provide a new hire with additional leave as an incentive, other employees will be angry. That just hasn't happened. And, with four bargaining u…
-
I don't want to give the impression that we don't care. However, caring and being able to redress the problem are two different things. Engineering graduates, right out of school, command higher salaries than we pay some of our long-time employees…