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‘Workplace Management’ Category

May23

Mandatory Overtime and Cutting of Hours

Apr04

Letter to retrieve belongings

What do you say in a letter to ask an employee to pick up their belonging?

What do you say in a letter to ask an employee to pick up their belonging?

April 4th, 2014, 11:35 AM |  Posted in: Workplace Management |
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Apr01

Reasonable Accommodation

I have an employee who has an on-going medical condition and is protected. We have downsized to a small firm of 9 and need each professional to be able to cover the most ground possible-optimally (w/o quality compromise).

Lately said employee has been getting sick again and at crucial moments when he/she has been needed because of un-moveable deadlines. It causes stress to her/his team and leaves an unaffordable gap for the time he/she is gone.

The principal gets very annoyed .
I point attention to “what are the needs of the business” in an effort to fram it that way and explore legal options handling this situation. My style as HR and general support is usually to find a solution to the ned first–like hire part time to fill the skill need and then come up with a solution for an unpredictable employee.

There seems to be a reluctance to take consequential action. The company really cannot afford to”carry” someone” and this person really cannot be expected to “stretch”. I would appreciate any thoughts on this.
Thanks

I have an employee who has an on-going medical condition and is protected. We have downsized to a small firm of 9 and need each professional to be able to cover the most ground possible-optimally (w/o quality compromise).

Lately said employee has been getting sick again and at crucial moments when he/she has been needed because of un-moveable deadlines. It causes stress to her/his team and leaves an unaffordable gap for the time he/she is gone.

The principal gets very annoyed .
I point attention to “what are the needs of the business” in an effort to fram it that way and explore legal options handling this situation. My style as HR and general support is usually to find a solution to the ned first–like hire part time to fill the skill need and then come up with a solution for an unpredictable employee.

There seems to be a reluctance to take consequential action. The company really cannot afford to”carry” someone” and this person really cannot be expected to “stretch”. I would appreciate any thoughts on this.
Thanks

Mar26

Required hours between shifts

I have heard 2 different stories as to the amount of time employees must be given between shifts. One version is that legally there must be 8 hrs from the end of one shift to the beginning of the next shift. The other, that 10 hrs. is the requirement. What does the state law in Washington state require?

I have heard 2 different stories as to the amount of time employees must be given between shifts. One version is that legally there must be 8 hrs from the end of one shift to the beginning of the next shift. The other, that 10 hrs. is the requirement. What does the state law in Washington state require?

Mar20

Demotion

I had a supervisor who I gave warnings to for excessive breaks and failure to follow our break policy. In her warning it stated that she will be demoted if she doesn’t follow the policy. Two months later she was breaking policy again so I demoted her. After the demotion she stated that I did it because she was pregnant. I had no knowledge of her being pregnant. What are the laws out there for this situation?

I had a supervisor who I gave warnings to for excessive breaks and failure to follow our break policy. In her warning it stated that she will be demoted if she doesn’t follow the policy. Two months later she was breaking policy again so I demoted her. After the demotion she stated that I did it because she was pregnant. I had no knowledge of her being pregnant. What are the laws out there for this situation?

March 20th, 2014, 8:50 PM |  Posted in: Labor Laws, Workplace Management |
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