davids
About
- Username
- davids
- Joined
- Visits
- 2
- Last Active
- Roles
- Guest, Member
Comments
-
No, we do not limit the "difficult to hire" definition to executive or management classifications, although those higher-level classes do tend to be more difficult to hire. However, we have provided the incentives to firefighter and police hires as…
-
Although we don't have a written definition of "difficult to hire", in practice, we define it as a position for which we recruited in the past few months and had no or a minimal number of qualified applicants. Our incentives include advancing the n…
-
We are a public employer (municipality). For recruitments for which we anticipate difficulty in finding qualified applicants, we offer an incentive of one shift off with pay for an employee who refers the applicant who is eventually hired. The Dep…
-
I agree with others that it depends on your state's wage & hour (payroll) laws. In Oregon, we cannot require an employee to accept direct deposit or a debit card as the method of receiving their pay. We need to obtain each employee's consent t…
-
Even if your CBA has language that normally would prohibit you from selecting the counselor, you and the union can agree to waive that language as a condition of the last chance agreement. I would definitely require that the employer at least has t…
-
Unfortunately, I have had to deal with similar behavior too many times in my career. First, take all threats seriously (as it appears you have). If you really want to give the employee another chance, I would tell the employee and union that thre…
-
We are a municipality that has parks & recreation programs and library programs (to name two), run by volunteers, for children and seniors. We run the same criminal background checks on those volunteers as we do for regular employees.
-
The only issue is keeping the job descriptions current. As a public employer, our job descriptions are public information. Placing them on the intranet and internet definitely cuts down foot traffic in HR by people wanting copies.
-
I think the best measure of HR is: Is HR successfully contributing to the mission of the organization? How you measure that will depend on your organization's mission.
-
Although you cannot require the employee to show his/her SS Card as I-9 confirmation, you can ask to see it for payroll purposes. You have the right to confirm the name and SSN for payroll.
-
I had a similar situation once in which the doctor who signed the return to work note was not the treating physician. We knew the employee was anxious to return and wondered whether she was "doctor-shopping" for one who would release her. In order…
-
As I understand your question, a manager is given a bonus based on profits. An employee in that division sues for discrimination and wins; so now you want to take back some of the bonus. Are you taking the bonus back as a form of discipline for th…
-
I don't think you can require an employee to have a flu shot. Employees may have medical, religious or other reasons why they don't want the shot/vaccine. We have employees (police, fire, wastewater treatment) whose jobs put them in situations whe…
-
I know my state's labor laws do require an employer to provide information to the union as is necessary for administration and negotiation of the collective bargaining agreement. It would be difficult to argue that knowing the names of their member…
-
I agree with LindaS that you need to check language in your CBA. The contracts I work with are specific to union officers/stewards' rights. In most situations they are provided limited rights to perform union business on work time such as investig…
-
I have worked for several organizaions that had seasonal, intermittent or on-call employees. We may keep them "active" although they may not perform any duties for months. We found this to be more efficient than terminating them on the system and …
-
I have to admit I am not sure what all of the four choices are, but I believe we are using number 4, the range provided (minimum - mid - maximum). However, we adjust the range based on "total compensation." That is, we factor in health insurance a…
-
The collective bargaining agreements I have dealt with (and there have been many) all recognized probationary employees as members, but have exempted them from certain provisions, such needing "just cause" to terminate them. I would assume your con…
-
As you are requiring the employee to participate in the drug screening and it is for the employer's benefit, I think an employee can easily argue that it is work time.
-
You can require the employee to use leave for absences if you have a leave program. However, my understanding is that if the employee has exhausted all of his/her leave, you cannot dock the pay. The employee would receive full pay for any week in …
-
Let me preface my response by saying that I work for a public sector employer. As such, we have an obligation to be good stewards of the public's resources. We cannot "make a gift" of those resources (wages) without a legal basis to do so. At my …
-
You may require employees to use accrued leave for absences of less than a day. By using the leave the employee is remaining in fully paid status and, therefore, has not been docked. However, if the employee has exhausted her/his leave banks, then…
-
We conduct background checks after making a conditional offer of employment. The risk in conducting the background check prior to making an offer is that if you end up not hiring the applicant, he/she may claim that you based the decision on someth…
-
Several of our departments use volunteers. Parks & Recreation and the Library use them thoughout the year. Public Works uses them for specific programs such as "fall clean up." However, we really don't have a volunteer program. Each departmen…
-
This was a good example of a situation for which there is no one right answer. Everyone's response was appropriate. However, personally, I would still make contact with the applicant. My experience has taught me that many (if not most) issues I d…
-
My response would be: I am sorry for your loss. However, that was 18 months ago. Why did you not call us to explain?
-
I agree with fellow Oregonian, Paul. I would call her and, politely and professionally, remind her that she was previously hired but did not show up for work. I would then ask her why she thinks the company should now consider her for a position a…
-
Like many things in life, Walmart is both good and bad. Walmart has engaged in employment practices that should make all HR professionals cringe, and they do negatively impact "mom and pop" businesses in areas where they are located; but they also …
-
I am curious as to how the job was advertised. If the job announcement listed a driver's license and owning (or access to) a vehicle as a requirement, you can assume that there were potential applicants who screened themselves out because they didn…
-
ADA does not require an employer to employee someone who is a danger to themselves or others. Unless the employee has a doctor's note indicating that his condition is under control, I would be very cautious about re-employing him. Based on what yo…