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  • Yes, that's what I do. I guess my answer wasn't clear. I absolutely keep medical and I-9 information separate - regardless of whether management has access. I was just saying that IF management has access to the electronic files, they do not have access to the I-9's or medical information at all - just as if they were paper files. There's no...

  • Here is a short article that really got me to thinking about orientation from the new employee's perspective. The article says they are highly motivated and ready to contribute right away, and we should capitalize on that, not crush it with boring paperwork and new-hire routines. ------------------------------ Diane Bohman PHR VP of Human Resources American...

  • Hi Beth, I'm working with a client on this very issue right now. HR can be a part of the equation if the culture change comes from the top. In other words, I've worked places where I've tried to change the culture but the CEO didn't care about the culture, so nothing changed. Changing or establishing culture is much like other change initiatives...

  • Shawn, I'd be careful terminating right after exhaustion of FMLA. It's unfortunate that her performance was not being managed much sooner than this, but you want to be careful not to open the company up to any other liabilities. Let her come back, discuss the performance issues/concerns that were noted prior to her leaving and set the performance...

  • I'd have to agree that terminating on the heels of FMLA would be risky, due to the reasonable accommodations rulings of late. Protected leave exists to protect one's job, of course, so this type of thing shouldn't be easy- by nature. With employment-at-will you could terminate when she comes back but again, without documented issues you're not in...

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  • What is it? The so-called “ban the box” movement is popping up all across the country. Ban the box is the snappy name referring to legislation that, among other restrictions, requires the removal of the checkbox and/or verbiage on an employment...

  • Posted in: SHRM Publishing and E-Media

    I’ve been attending and writing about HR-related conferences for years—sometimes I think for too long. So, I have a pretty set routine. I attend sessions, talk with speakers and interact enough to get the information I need to write an article. I have...

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