Recent content by cbg

I still don't know what the legal question is. Is it, To whom do I report this? Is it , should I report this? Is it something else? Is it, does this letter sound like rambling nonsense that I should ignore? What was your purpose for coming here?

It's still unclear to me what the legal question is

Yes, I can. I typed Shopping Roll Cart" into Google and got pictures of the same kinds of carts I use at the supermarket.

Sorry but this is outside my experience. @Taxing Matters? @zddoodah?

As I said before, and that's why you're not in HR. Because you do not see the reasoning behind leaving it up to the employee to provide an explanation rather than the manager assuming, guessing, or providing possible excuses for the employee to jump on.

I don't have a problem with LdiJ's suggestion either. The question SHOULD be eased into. But NOT by starting out with suggestions of why the problem exists. You don't ever do that, whether the problem is body odor or coming in late or mistakes in arithmetic on the sales report. You identify the...

And I am saying to you that your approach is not considered to be best practice, and I told you why. They should NOT be asking the employee if there is some reason they aren't taking a shower on a regular basis, since the manager does not know that to be the case.

No. Disability or religious. Gender/Sex doesn't enter into it. The last thing you want to do is suggest possible reasons. That's for the employee to do. I understand what you're getting at but truly, that can cause more problems that it's worth. The correct way to handle it, 99% of the time, is...

And doing it your way can create a discrimination issue where none would otherwise exist.

And that's why you're not in HR.

I had a friend (a former poster here) who I visited at her home for about three days some years ago. She had two cats. I love cats but my husband is allergic. When I got back, I had to immediately put everything I had with me into the laundry almost before I was in the door, and have the...

I am not a lawyer and have never claimed to be one. However, I am a long time HR professional and have dealt with this issue directly. No one advised him to fire the employee - he said he didn't want to do that and I agree there's no reason to.

I saw that later. See my reply #19. Feel free to ask questions. While Mark A is technically correct that is is not a legal issue, it has the potential to become one, and it is an employment issue.

I just noticed that in the initial post the OP stated that he has firing authority. Okay, that tells me everything I need to know. OP, although we have been throwing around potential reasons for this problem, you need to leave them out of the discussion. You want to address the problem ONLY...

One thing I should have clarified. What is your work relationship? Are you her supervisor? Or are you on the same level?