Brother Bluto
About
- Username
- Brother Bluto
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
"Can make pre-hire inquires into an applican't availability for work on all days of the week and all shifts only if justified by business necessity (Employers cannot make pre-hire inquires in to religious practices)." "Accommodations that should be…
-
Agreed...first and foremost was the Saturday work included in the job description...if so, that applicant should not have even applied or considered for the position to begin with.
-
Thanks, you gave me some good examples, which is what I needed. I'm in the process of preparing responses to typical questions and have a career councelor lined up to review the responses with me to give me some feedback. Good analogy with the div…
-
I want to clarify that the comment about being "negative" was from one recruiter that he reported was made by the company. I've not been told that by any other recruiter or company for that matter. I remember during the interview explaining how th…
-
Thanks Marc!
-
Thanks Paul in Cannon beach. Would it be too tacky to ask if you know of anyone needing an HRM? One of the other posts said to network... Is this right? I'll do my best to be positive!
-
"Thanks, I needed that!"
-
I've met with a career counselor that is helping me to speak more positively in interviews. Unfortunately, I haven't had any since the counseling. I get really messed up in interviews when I start thinking in terms of; "I know, that he knows, that…
-
Thanks for a reply, I was starting to develop a complex since there were several viewers and no replies. I've been with this company for four years and had three years in an HR admin. role with a fortune 500 prior. I'm constantly being told that t…
-
Here's a thought from the devil's advocate...if you do for one, you must do for the rest...is looking up employees on MySpace part of an ongoing background check that all employees are subject to? If you're going to conduct ongoing background check…
-
I'm outraged about your predicament, so excuse the sarcasim...You know, it's nice that everyone has done so much research and had so many lawyers involved. I'm sure that the whole experience has really made that disabled employee feel welcomed and …
-
How close of a relationship do you have with this person? Have you been friends with this person long enough that you could just have a frank conversation with the person? Would working together potentially destroy the friendship? Have you ever w…
-
I am by far no expert on HIPPA regulations. I would recommend that if you are really concerned about the HIPPA regs on this situation there are a few things to do; first, your company should have regs on HIPPA for you to reference, if not, you migh…
-
Sorry, when I say "company doctor", I mean company "appointed" doctor; if your company uses a particular office for worker's comp. injuries for example, you have an established relationship with that office/doctor. That office should have been sele…
-
I'd gather the information about the environmental exposure, maybe an MSDS on the product(s) that are causing the smell, dust, etc. Set up an appointment for the employee with a company doctor and forward the environmental information along with th…
-
I don't have anything yet, but I'm attending a conference on the subject on 7/19/06. I'll let you know what I find out.
-
don't forget final paycheck!
-
WT, good one about the lying as an ADA candidate! I think all the previous input is useful. I've worked in a couple union plants as an hourly production employee. The stories I've heard about union shops - employees get away with a lot. Also, gi…
-
You might want to do some research on what your competition is offering. Are you offering a competitive wage and/or flexible hours? If you're advertising that you need gourmet chefs but you're only paying $7.00 an hour, you'll never find good empl…
-
I agree with vphr. I'd like to add, if she is wanting to lodge a complaint, as the HRM, I would meet with her first, one on one, and ask what the nature of her complaint is to determine first, whether or not the employee has a legitimate complaint …
-
This is a very complicated issue in my opinion. I'm sure the "excessive talker" feels that when he is engaged in conversation that he's doing more than conveying a message. He's building a relationship with the other individual. He's learning abo…
-
We've not run into this one either, however my thoughts are that the employee's personnel file is the company's property, not the employee's. So, it doesn't matter whether or not an attorney requested and received authorization from the employee th…
-
Has the manager had a one-on-one meeting with the employee to define or redefine the relationship? It seems to me that there are some underlying issues between the two of them that could merit some investigating. Also, I've interviewed with compa…
-
I've been in HR for about 7 years. I've worked at a large business unit with a fortune 500 US based company in the US and was laid off and a small Japanese owned/operated business unit in the US that does not lay-off. The stability of a company do…
-
I agree with the above statements. First, you are not a doctor, so don't even consider diagnosis to be part of your job responsibilities. Second, issuing the forms to request FMLA is part of your administrative duties, so don't worry about issuing …
-
I believe strongly in doing background checks for all new hires. Here's the arguement, if you could have found out about a persons background, but made no effort to look into it you're putting your company at risk for liability. If you hire a conv…
-
Our plant is non-union and want to keep it that way. We had a 10 year employee throw her keys in on a Friday and returned the following Monday in uniform and began working. She went to the VP and asked for her keys. We placed her on a three day, …
-
I'm with Paul on this one. My first director in HR would have been a boss instead of a mentor if it were not for our relationship which occurred naturally because of our similarities and the succession planning. Some employees are very protective …
-
We do a three month PA. It's a fairly simply form where supervisors check in a box if they feel their subordinates exceed, meet, needs improvement, or has unsatisfactory performance. Anything that does not meet or exceeds expectations must be just…
-
Where's the trap again? Did you communicate the hours required of the position when you posted the job? Are they required to stand or could you accommodate with a chair? Does the position require lifting? Is there a place on your application tha…