KLeede
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Youcan enforce your workplace conduct rules with this employee just like you do with other employees, but I think the focusneeds to stay on his performance problems in his current job. You might need to consider the ADA if the employee’sillness is …
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Good point, TXHR. I think "charitable only" gets us where we want to go in terms of allowing invitations for walkathons, etc. Thanks!
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We're considering modifying our e-mail policy to allow communications only for charitable organizations like the United Way but not for commercial organizations, but we're still deciding on the exact language to use.
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At a former employer, we published a list of employee names each month with no other information. Where I am now we share month and date information company-wide. There haven't been any problems with current system, but I think the month-only info…
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I think a lot depends on what your sick leave policy says and how you've handled similar situations in the past. If your policy says he has to provide a doctor's note and that's how you've handled similar situations, then enforce the policy and req…
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I agree with other posters -- we figure it's worth paying the employee to avoid any problems. And I agree that by not paying this employee, other employees might not give notice when they leave. And if the employee can work and you terminate, there …
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I know of several companies that have the same policy as yours. I've also read that when Massachusetts made same-sex marriage legal, some companies said they would only cover same-sex couples that were married because that legal option was availabl…
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IMO, it's not helpful to use credit history to decide who'll be a good employee. Lots of really smart, hardworking people never learn how to manage debt. And it's illegal to consider bankruptcy when hiring. Where I used to work they insisted on c…
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We usually pay because we figure it's a relatively small price to pay to avoid any problems and it's better than having someone hang around without anything to do. By not paying I think other employees might decide not to give any notice when they …
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I think you're right about wondering if it's an accurate reflection of how the applicant feels about the job. Anyone who wants to stay in the running for a job would be smart to say 10! On the other hand, if an applicant gives a low number, it cou…
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We don't allow radios, mp3 players, etc. mainly for safety reasons because we have pretty loud machines. Headphones would have to be turned up too loud. Johnny has good suggestions and I think you will want to think it through pretty carefully bef…
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I agree with kyliefan about meeting one-on-one. I try to circulate around people's work areas on a regular basis just to chat about what's going on in their lives. I think it has improved communication because they feel more comfortable mentioning …
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The employee only has to have a sincerely held belief, but the religious practice doesn't have to be required by the religious group the employee belongs to so he doesn't have to provide a note from the leader of the group or anything like that. I …
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It makes me crazy when people listen to music on headsets but drum, hum and otherwise keep time with what they're listening to. I guess I should be glad they don't sing out loud!
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I agree that you should hire a lawyer. The protection of attorney-client privilege might become really important down the road if you end up in court.
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I agree that you should inform the store management. From an employer's perspective, that kind of comment is indicative of a big problem just waiting to happen. If the clerk would say that to you, I think the clerk's bias would be reflected in lot…
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I think if it's a serious condition that qualifies her for FMLA leave, you have to notify her in writing that you're going to designate it as FMLA. I think if she's still out on leave you can tell her it's retroactive back to when it became a quali…
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I've read in other places that the change doesn't affect tipped employees -- that seems strange, but I guess it's right. Is the way everyone else has heard it?
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Hi - I saw this article and thought it had a lot of good points -- maybe there's a financial incentive for your company!http://edition.cnn.com/2007/US/06/07/gas.prices.telework/Good luck!
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There's no law against swearing in the workplace, but it can create harassment problems if the swearing is directed at a particular group (like women). I think it depends on the words used and the context. In some workplaces, there's a lot of swear…
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It's hard when you've had a bad boss, but I think the "don't burn your bridges" theory has a lot of merit. You just never know how a past employer might help out in the future. There's a good article about exit interviews that your friend might fi…
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Maybe if you have a general workplace courtesy policy that would work. If the "noise" is interfering with other employees' ability to work, maybe the suggestion of earphones could be used to resolve the problem that way.
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I would handle it like any other performance problem or violation of your tardiness or Hours of Work policy. The fact that the employees are smoking isn't the problem (health and wellness aside), the problem is they're not returning on time from the…
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I agree with DRJOETTE about avoiding questions about where an employee lives, length of commute, etc. Asking about those kinds of things can lead to unwanted info about child care or elder care arrangements that are close to home. I do think it's …
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The EEOC's website has regulations and guidelines about obesity as a disability, and there's a case called EEOC v. Watkins Motor Lines that has a good analysis of the whether obesity is a disability. It goes through the things Chrissy1 mentioned --…
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We have a lot of teen workers who are in high school and for most it's their first job so we do get calls from parents sometimes. The kids are mortified when a parent calls, but we're not really strict about not talking with the parents. After a w…
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We limit use to business travel expenses: The company credit card is intended for valid business travel expenses only (e.g., air travel, car rental, hotel charges, meals). The employee is responsible for paying all company credit card monthly statem…
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I think there's not too much potential for a problem here. Both employees were on track for the positions, so it's not like other employees are going to be surprised by the promotions. I agree with hr410 that it's always better to be consistent, b…
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We're pretty strict about employees eating in any area other than the cafeteria, and we haven't had the issue of smelly food in cubicles, but we have had issues about noise levels in cubicles (music and phone conversations). We have a policy that t…