The problems did not exist until SEIU started contracting with County Government Agencies. Each employee is a dollar sign to SEIU. I am talking about thousands of employees whether you like SEIU or not. SEIU gets paid by each County employee X amount of dollars each pay period for services SEIU does not complete and refuses to be made accountable for not serving each employee in a timely manner, In most cases SEIU and its Job Stewards are working at taking away county employee privileges and Benefits such as health care insurance. The retired County employees do not have health insurance. What is wrong with this picture? The county agency has a SEIU employee who is Director of Human Resources in the Personnel department. Do you think this could be the big problem? SEIU sold county employees down the river to county management employees. SEIU was not hired to protect the rights of county employees of lesser pay and different bargaining units..
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I am a Human Resources Director. It is my job to enforce policy. Lately several employees have been abusing their bathroom breaks. They stay in there for over 10 minutes sometimes. So last week I bought a bullhorn and have quietly snuck in and then loudly announced into the bullhorn “Mr. so and so feels like they need to be in the bathroom for over 10 minutes. This is not acceptable”. Can I used the Maoist labor aristocracy of the 1st world theory, to justify laying off a bunch of employees Can I used the Maoist labor aristocracy of the 1st world theory, to justify laying off a bunch of employees I am the Director of Human Resources at a company with about 140 employees. We are currently undergoing a lot of growth and I have set many new policies this year. In the past when the company was smaller and not corporate structured, salary employees were given extra compensation for working on a paid holiday (such as Labor Day). consider this scenario: Employee John Doe has a non-obvious physical disability. John Doe works for a municipal governement and is a member of a union. HR director asks a friend (and co-worker) of Mr.Doe’s about Doe’s physical disability–what is specifically wrong, permanent or not, etc. John Doe learns about HR director’s inquiry from his friend. John Doe trusts his friend and believes the incident is true. Subsequently, in a private meeting, HR director tells John Doe that he knows his physical disability will not improve. Has the HR director violated any law(s)? NEVER! These may be people that the HR Director may one day have to discipline, investigate or even fire. The HR Director’s supervisors may question his/her impartiality in such circumstances. Let’s not even get into the problems that would arise if the drinking leads to sexual innuendos, comments, harassment or worse… |
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