There may not be a more toxic combination in the land of Human Resources: a poorly performing employee and an untrained boss who just can’t keep his mouth shut.
The latest edition involves Debby and her boss, Jason.
I can’t tell precisely what Debby did for her employer, Wells Fargo, but it’s safe to say
I hate bullies.
Back in 4th grade, Sister Mary Demetria, OSF, told us that “hating” someone was a sin.
I’m convinced Sister never met a bully.
Forgive me, Father, for I have sinned. Cause, you see, whenever I read about a bully getting a good smack down, I get all warm and fuzzy inside.
Such
‘Tis the season for employer-sponsored holiday parties. And I’ve been queried several times about whether an employer should invite to the annual holiday party all of those employees who presently are on FMLA leave.
Several of you are already shouting at me through your computer screen or mobile phone: “Nowak, why the %*#@&* would we
Keith was a manager for Costco. By all accounts, he wasn’t a very good employee. The store disciplined Keith over customer complaints, dress code violations, and failing to perform his job duties. Consequently, he was placed on a performance improvement plan. Shortly after receiving the PIP, Keith told a subordinate that he planned to
How would you like to work alongside Jim, who engages in the following behavior:
This one just smells fowl. Delbert (not sure if he goes by Del or Bert, so I’ll just call him Delbert) decided not to show up for work at Tyson Fresh Meats on December 28. Instead, he asked his girlfriend, who also worked for Tyson, to report his absence for him. She obliged and
Want a glimpse into a world where an employer fails to maintain a legally compliant leave management process? Let me warn you — what you are about to read is not pretty and not for the faint of heart.
The Facts
Rachna was a resident physician at St. Vincent Health Center. She also had a
Ena Wages served as a property manager for one of several apartment complexes owned by Stuart Management Corp. She began her employment on November 17, 2008, and this is significant under the FMLA because nearly one year later, on November 13, 2009, Ena’s physician restricted the number hours she could work as a result of
Kris was forced to endure the unthinkable: her daughter had just become the victim of a sexual assault.
In the weeks that followed, Kris alerted her employer of the assault and the care her daughter would require in the time ahead. Kris suffered too. As her doctor would later report, she had crying spells, a
Do you know what’s particularly oppressive about the FMLA? [You: Jeff, everything about the FMLA is oppressive!]
The requirement that an employer return an employee to the same or equivalent position at the end of FMLA leave.
Returning an employee to the same position is easy enough to grasp. The same is the