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    « Peeps: The New Stress Busters | Main | Wanted: Thoughts on Zero Tolerance »
    Wednesday
    27Feb2008

    Love Your HR Manager

    Supervisors, are you thinking of:

    • Using e-mail to counsel an employee? 
    • "Sliding" an employee into a new position without posting it?
    • Counseling an employee after they were sent home by employee health due to a contagious illness?
    • Inquiring about a possible drinking problem when an employee calls in to request sick leave?
    • Telling your licensed employee that you will give them an additional grace period to renew their license even if the state boards don't?
    • Notifying the Union that you "appreciate" the negotiation process and their position but you disagree and are making a change anyway?
    • Setting a start date for a new employee without notifying HR? There are silly little details to be taken care of like an offer of employment.
    • ________________? (Fill in the blank HR Pros!)

    Stop right there and come talk with me, your friendly HR Manager. My door is always open.

    Reader Comments (2)

    I also experienced supervisors initiatives such as:

    "Inviting employees to dinner to let them know about their soon coming lay-off"

    " Telling employees that if they are not happy with their increases/training plan/benefits/... they still could go to the national employment agency"

    "Certifying they agreed on something but that HR refused it..." while HR wasn't aware of it at all..."
    Wednesday, February 27, 2008 | Unregistered CommenterElisa
    Deciding an employee must be fired after you finish writing their evaluation. They received an excellent rating last year and have received scant notice of any performance problems since.
    Sunday, March 2, 2008 | Unregistered CommenterRebecca Mazin

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