Assume you are an HR director with a staff of seven people. A departmental objective is for all staff members to become professionally certified within a year. Identify six to eight certifications that could be obtained by your staff members, showing me the following details from each certifications:
Name of sponsoring organization
Names and types of certification
Addresses for relevant Websites containing more information
Experience and education requirements
Nature of certification process
Why is it so difficult for some people – even apparently educated people – to work out when to use “less” and when “fewer”, when they still seem to able to decide whether to ask “how much?” or “how many?”, and the two are analogous?
Why would a respected company like Apple announce that it has had “less than 25 reports” of a virus on iPods?
Why would the BBC, which should be a custodian of our language, refer to there being “less birds” at a Kenyan flamingo lake, or (ironically in an article about writing standards) refer to “less than half of schools”?
Why did the HR director of Norwich Union say they needed “less people to take calls”?
Why do I have to shout “FEWER!!” at the radio almost every day?
our company correctly classifies employees as “exempt” or “non exempt.” However, they have all employees use the punch clock ( I know this is wrong) and exempt employees who work over 40 hours are given regular rate of pay (not time and a half) as a “bonus”, not as salary. I am being promoted to HR director, is this OK to do? It doesn’t seem like it would be.
To add to my first part she has said to me on numerous occasions that “the only reason that i’m gay is because I have not had sex with the right woman” she has also invited me to her home prior to her getting married again about 4 months ago, I assumed that when she got married for the second time at 29 this would have stopped, but since she is my supervisor we pass each other in the hallways and most recently she said that HR would not buy my story because i’m gay and she is married but the couple of meetings I have had with HR I feel that they are trying to protect her for whatever reason who knows and there is also alot of miscommunication between HR, Director of my depart, and my supervisor…what they dont know is that I’ve recorded all meetings on tape. so when I felt that nothing was happening in a timely manner I went to my directors boss with an e-mail explaining everything, the department mngr told be that I should not CC my e-mails to anyone but her….someone is hiding smth
Ok there are two things going on:
1) I was promised health insurance benefit. I even believe it’s on my job offer in writing. After my 90 days probation period, I tried to apply but my eployer had no information on it. So I had to wait for the HR Dept. to find out about the plans and prices of the offered plans. As soon as they came to me with the options, I signed up but they told me I missed the deadline (which even the HR director didn’t know existed until the morning she told me that). Now my employer is telling me I will have to wait until May, 2007.
2) My employer is behind 5 or six pay stubs for paychecks to all employees (8 of us, it’s a small company). We know they don’t have pay stubs for us because they are behind on their taxes so they can’t provide a pay stub. I know that if my employer is not paying taxes, they are putting in jeopardy the workman’s comp they are supposed to have. So theoretically, if I get F’d up and need disability, they won’t be able to provide.
im doing a school project on managers. like CEOs, directors, executive directors, managing directors, head of HR…. and i need to find an article long and relevant enough. one which covers the management stuff,some of his company facts and on the manager him/herself. please help. thanks
After years of constant sexually harassment, I got the courage to complaint to HR. I provided a list of witnesses and a tape recording on which my supervisor promised me a promotion to a director in exchange for my silence. However, HR concluded that there was no sexual harassment, only a “miscommunication.” To this end, I filed with a complaint with EEOC.
Long story short, I called the investigator and he first tried to downplay my complaint. He, then, said I should try to settle and that he would contact my employer. He called back a day later saying they offered $4,000. Because I refused the money, the investigator got upset and said I should “fight them forever.” When I asked for my employer’s position statement, he refused to give it to me, saying: “things can’t be a tit for tat.” When I asked him whether he had read my complaint, he said no…”there is too much information..there is no real way to read all that stuff.” Note: all of this was caught on tape.
After the above took place and some time passed, EEOC dismissed my case saying that I waited too long to file my complaint. I got a right to sue letter, but because I couldn’t find an attorney, the 90-days have passed.
To make matters worse, my job laid me off citing funding cuts. I am hurting. What other recourse do I have? Since I have the tape recording of the EEOC investigator, should I expose him as well as my employer? I know I can expose them in the media, but that is short live. Anyone else with similar experience with EEOC?
|
HR Director, Manager and Executive Jobs When it comes to your career and job search for HR Director Jobs, let HR Director Jobs be your first and only resource to act as your online recruiter. We monitor and pull from hundreds of websites and job boards to provide you with the highest quality HR Director Job matches you can depend on. Unlike other job sites, we only concentrate on HR Director and Executive Jobs for your level and location.
As the Human Resource leader, your responsibilities range from directing the daily operations of the Human Resources Department, administrate HR policies, budgeting and supervise HR staff. In addition, your department will manage employee benefits, performance management, employee counseling, recruitment, hiring, orientation, training, worker’s compensation, employee health, meet compliance and HRIS programs. As HR Director, you act as the liaison to upper management and directly report to the President / CEO of most companies. |
