Question - My co-worker constantly makes negative remarks about our President that seem to be racially slanted. I know I should report him to HR, but that is easily said than done. Is there anything else I can do?
Unfortunately, this is the type of issue you will need to confront head-on. If your co-worker is approachable (and not hostile) you can let your co-worker know that you are uncomfortable with the comments that they are making and you would like them to stop. I know that it is easier said than done, especially if the co-worker is looking for an argument. The solution that would work best for most conflict avoiders (I am assuming you are since you have not handled the situation as of yet) would be to send an anonymous note to your human resources department informing them that an employee is making you uncomfortable by making derogatory and seemingly racial comments during the course of the day.
If your HR dept follows standard operating procedures, they will contact that employee's supervisor and make sure they are aware that there have been complaints and that behavior should stop immediately. In my experience, you will probably not be the first to complain and you may assist with putting an end to your co-worker's negative behavior.
Sunday, September 13, 2009
Monday, August 24, 2009
Who Pays for E.A.P.?
Question? What would be the best way to obtain an E.A.P. plan for employees and should the employer absorb the costs?
Great question. Firstly, E.A.P. is an acronym for Employee Assistance Plan. Unfortunately, employees rarely realize that they have access to this benefit which is usually offered "free" to the employees. So, once you get the program, make sure you promote it.
E.A.P. is a tool used to support a business' philosophy that they really care about their employees...really. Because the organization cares, they will offer an E.A.P. that will allow the employee to deal with any personal issues through an E.A.P counselor. The E.A.P. will also allow the employee an opportunity to services such as budget counseling, research and advice on a variety of endless topics.
The employer can obtain an E.A.P. by contacting its benefit provider and discussing what E.A.P. services they offer. If there is a fee to the employer, they should pay it so that the employee will know this is a benefit from their employer. The good news for employers is that a lot of medical plans throw this plan in as a bonus depending on the plan and the amount of employees.
E.A.P.'s will protect a company by preventing supervisors and managers from pretending to be social workers. It allows the employee to deal with personal issues through the E.A.P. so that everyone can be more productive in the workplace.
Great question. Firstly, E.A.P. is an acronym for Employee Assistance Plan. Unfortunately, employees rarely realize that they have access to this benefit which is usually offered "free" to the employees. So, once you get the program, make sure you promote it.
E.A.P. is a tool used to support a business' philosophy that they really care about their employees...really. Because the organization cares, they will offer an E.A.P. that will allow the employee to deal with any personal issues through an E.A.P counselor. The E.A.P. will also allow the employee an opportunity to services such as budget counseling, research and advice on a variety of endless topics.
The employer can obtain an E.A.P. by contacting its benefit provider and discussing what E.A.P. services they offer. If there is a fee to the employer, they should pay it so that the employee will know this is a benefit from their employer. The good news for employers is that a lot of medical plans throw this plan in as a bonus depending on the plan and the amount of employees.
E.A.P.'s will protect a company by preventing supervisors and managers from pretending to be social workers. It allows the employee to deal with personal issues through the E.A.P. so that everyone can be more productive in the workplace.
Thursday, July 30, 2009
Updates & Forced FMLA
I can't believe a month has passed (ok, two) since my last blog. Being involved in a plant closing, beginning an MBA program, starting a consulting business and raising a family has kept me really busy! I'm back.
Latest question: Can my employer force me to go on a family medical leave. I think I was suspended for disruptive conduct, then I received a letter requesting that I submit paperwork for a family medical leave of absence and I never requested one! What does this mean and can my employer do this?
There are numerous things going on here. Firstly, a good HR person would have made it clear beyond a shadow of doubt why you were being suspended and if they were expecting you to take FMLA while you were away from work. Communication does not appear to be your HR department's strong point. Secondly, it is not typical for HR to request someone to take a leave of absence. Under the direction of competent attorneys, most HR people would be advised to not mention or offer FMLA or any other leaves unless the employee specifically requests a leave. Why? To prevent abuse of a company's leave policy and to control attendance. It is really that simple.
So, my advice to you is to contact the head of your HR department with notebook and pen in hand and ask them to explain exactly why you have been suspended and what you are expected to do with the information they forwarded you in the mail.
If they do not answer your questions, incompetence is definitely running rampant within your HR group. The only other remedy I would recommend would be to contact a lawyer and make sure your HR department knows that you have sought legal advice since they have not been able to provide you with guidance.
Latest question: Can my employer force me to go on a family medical leave. I think I was suspended for disruptive conduct, then I received a letter requesting that I submit paperwork for a family medical leave of absence and I never requested one! What does this mean and can my employer do this?
There are numerous things going on here. Firstly, a good HR person would have made it clear beyond a shadow of doubt why you were being suspended and if they were expecting you to take FMLA while you were away from work. Communication does not appear to be your HR department's strong point. Secondly, it is not typical for HR to request someone to take a leave of absence. Under the direction of competent attorneys, most HR people would be advised to not mention or offer FMLA or any other leaves unless the employee specifically requests a leave. Why? To prevent abuse of a company's leave policy and to control attendance. It is really that simple.
So, my advice to you is to contact the head of your HR department with notebook and pen in hand and ask them to explain exactly why you have been suspended and what you are expected to do with the information they forwarded you in the mail.
If they do not answer your questions, incompetence is definitely running rampant within your HR group. The only other remedy I would recommend would be to contact a lawyer and make sure your HR department knows that you have sought legal advice since they have not been able to provide you with guidance.
Wednesday, April 15, 2009
Odd Jobs for Odd Times
Recently, I have been perusing job posting boards to see what type of activity is going on during these difficult times. Great news! There's a myriad of jobs across our nation...if you are willing to do some interesting things like...mow lawns for $10. per hour in a bikini!
Below are a few of the job postings that I found on the web this week.
Columbia, SC - Looking for part time and full time female bikini clad lawn care service professionals. Your chance to earn a high pay and get a tan. We work in pairs. Pay starts at $10/hour plus tips. - http://columbia.craigslist.org/
Lemon Grove, CA - Seeking Insect Trapper - Lemon Grove area. Valid CDL w/clean DMV. Must speak and read English. $12.00/hr. Will train... - http://www.indeed.com/
Abilene, TX - Dog Sitter - Three lab mixes- Need feeding twice a day- Can stay outside during day if weather is good.- Inside at night- Also, feed and water toads, and water non-venomous snakes- Feed and give water and mice- Pick up mail- Water plants- Dates at this time may change slightly - $15 - $25 per hour - http://www.care.com/
Chicago - CHICAGO BEARS - Sous Chef . Culinary degree required for Sous Chef position. Other available positions Banquet Supervisor, Concessions Supervisor
We also have part time, game day jobs, to apply for those send resume to bearsjobs@dncinc.com - www.monster.com
New York, NY - Juror Decision Making in a Death Penalty Trial. Researchers at John Jay College of Criminal Justice are looking for people to come in and serve as mock jurors in a mock death penalty trial. Participants will watch a videotaped re-enactment of a death penalty trial and answer several questionnaires. Participation will last approximately two and a half hours and participants will receive $40 in cash upon completion of the experiment - www.craigslist.com
What "unusual" job opportunities have you run across?
Below are a few of the job postings that I found on the web this week.
Columbia, SC - Looking for part time and full time female bikini clad lawn care service professionals. Your chance to earn a high pay and get a tan. We work in pairs. Pay starts at $10/hour plus tips. - http://columbia.craigslist.org/
Lemon Grove, CA - Seeking Insect Trapper - Lemon Grove area. Valid CDL w/clean DMV. Must speak and read English. $12.00/hr. Will train... - http://www.indeed.com/
Abilene, TX - Dog Sitter - Three lab mixes- Need feeding twice a day- Can stay outside during day if weather is good.- Inside at night- Also, feed and water toads, and water non-venomous snakes- Feed and give water and mice- Pick up mail- Water plants- Dates at this time may change slightly - $15 - $25 per hour - http://www.care.com/
Chicago - CHICAGO BEARS - Sous Chef . Culinary degree required for Sous Chef position. Other available positions Banquet Supervisor, Concessions Supervisor
We also have part time, game day jobs, to apply for those send resume to bearsjobs@dncinc.com - www.monster.com
New York, NY - Juror Decision Making in a Death Penalty Trial. Researchers at John Jay College of Criminal Justice are looking for people to come in and serve as mock jurors in a mock death penalty trial. Participants will watch a videotaped re-enactment of a death penalty trial and answer several questionnaires. Participation will last approximately two and a half hours and participants will receive $40 in cash upon completion of the experiment - www.craigslist.com
What "unusual" job opportunities have you run across?
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