Posted on September 23, 2009 05:42 PM
Here's the problem: we have laws that prohibit employers from discriminating against someone because of their religion; then we have Islam which is not compatible with western civilization. The result: a situation where no one will be able to refuse Muslims employment no matter how ridiculously unsuited they are for employment.
Posted on April 15, 2009 03:34 PM
My company does not provide a "letter of reference" to former employees. Generally we will confirm upon request our employee's dates of employment, salary history and job title. The reason for this is simple: America is too litigious. If we give a negative reference (even if true) we expose ourselves to legal liability if our former employee fails to get his desired job and sues us for defamation. He would most likely lose in court but because there is no downside for him in losing (other than in legal fees) and a big upside in case he wins, our legal system rewards frivolous lawsuits.
Posted on March 17, 2009 10:10 PM
When I was twelve years old (1957) I shined shoes on Saturdays to get money for comic books and movies. One of the ways I would get bigger tips was to offer to change worn out shoelaces. I'd say, "Hey mister, your laces are worn out, I'll change 'em for you, no charge." Of course, it was a rare bird indeed who wouldn't give me an extra dime or two for the effort. I got the laces for free by going to shoe stores and asking if they had an odd laces lying around.
Posted on March 6, 2009 12:53 PM
In my previous post The Art of Firing Employees I wrote that I did not fire a worker who stole from me because she was making more money for me than she was stealing. Reader Cynthia left a comment asking, "but what if other employees picked up alice's habit and you now had widespread employee pilfering? would you fire the less profitable thieves and keep a profitable one? or what if a non-thief employee knew about alice, and started complaining that she was allowed to steal?"
Posted on March 5, 2009 11:15 PM
Firing employees is never easy even if they are embezzling, stealing, or being violent or abusive toward your employees or customers. Sometimes, even if it seems you should fire someone, it may not be the wise business decision. Let me explain:
Posted on November 18, 2008 01:49 PM
So, this is what I did. I strolled through our parking lot and found 8 Obama bumper stickers on our employees’ cars and have decided these folks will be the first to be laid off. I can’t think of a more fair way to approach this problem.
Posted on November 15, 2008 08:36 PM
After years of fleecing their employers and American consumers, United Auto Workers are now looking to Washington to help come up with money to continue their exorbitant and ridiculous pay structures.
One would think that the Union Leadership, faced with the imminent demise of the Detroit Auto industry, would finally be in a mood to make whatever concessions necessary to entice the government to help in a bailout; a bailout, by the way, to correct the very problems caused by the Unions in the first place. But one would be wrong.
Posted on November 12, 2008 09:38 PM
It is morally wrong to discriminate against anyone for their religious beliefs. However, refusing to hire someone precisely because their religious beliefs conflict with the purposes for which the business was organized is not discrimination any more than refusing to hire a black actor to play an albino is racist. It is not illegal to discriminate against midgets if the NBA does not hire them as players, nor should it be.
For example, no hospital should be required to hire a Jehovah's Witness to fill a surgical spot only to find out he refuses to operate on patients that require blood transfusions.
No abortion clinic should be required to hire a Catholic only to find out that he or she refuses to handle any work connected with abortions.
No beef company should be required to hire Hindu butchers that refuse to butcher beef on religious grounds.
Posted on April 24, 2008 01:15 PM
My company will not hire smokers and I mean not just smoking on the job, I mean even if they smoke while on vacation in DisneyWorld (although smoking there is getting harder to do) or at home. I believe the government has no right to interfere in your private life, except... if you abuse your wife, children, or even your own body or property if it harms others.
Posted on February 25, 2008 02:19 PM
Unfortunately unions were too strong years ago and so immigrants were unable to save our steel, automobile or railroad industries.
Posted on January 15, 2007 11:25 PM
During Summer Break in 1966 from the Hebrew Universtiy in Jerusalem, I took a job working construction at the Timna Copper Mine in the Eilat Desert, fabled site of King Solomon's Mines.
Posted on November 14, 2006 11:42 AM
Those of you who have read my Employment Manual know why I have a hard time getting Americans to work for me: I do not tolerate absenteeism, lateness, smoking, rude behaviour, hard drugs, alcohol abuse, laziness, goofing off, or sexual harassment (unless directed against me).
Posted on June 10, 2006 09:51 PM
If you need more time to finish your daily work, then by all means work longer. However, you will not be paid more to complete work you should have done in 8 hours.
Posted on April 12, 2006 12:41 AM
The French have announced that in conjunction of their most recent surrender the Arc de Triomphe is being renamed
Here's the problem: we have laws that prohibit employers from discriminating against someone because of their religion; then we have Islam which is not compatible with western civilization. The result: a situation where no one will be able to refuse Muslims employment no matter how ridiculously unsuited they are for employment.
My company does not provide a "letter of reference" to former employees. Generally we will confirm upon request our employee's dates of employment, salary history and job title. The reason for this is simple: America is too litigious. If we give a negative reference (even if true) we expose ourselves to legal liability if our former employee fails to get his desired job and sues us for defamation. He would most likely lose in court but because there is no downside for him in losing (other than in legal fees) and a big upside in case he wins, our legal system rewards frivolous lawsuits.
When I was twelve years old (1957) I shined shoes on Saturdays to get money for comic books and movies. One of the ways I would get bigger tips was to offer to change worn out shoelaces. I'd say, "Hey mister, your laces are worn out, I'll change 'em for you, no charge." Of course, it was a rare bird indeed who wouldn't give me an extra dime or two for the effort. I got the laces for free by going to shoe stores and asking if they had an odd laces lying around.
In my previous post The Art of Firing Employees I wrote that I did not fire a worker who stole from me because she was making more money for me than she was stealing. Reader Cynthia left a comment asking, "but what if other employees picked up alice's habit and you now had widespread employee pilfering? would you fire the less profitable thieves and keep a profitable one? or what if a non-thief employee knew about alice, and started complaining that she was allowed to steal?"
Firing employees is never easy even if they are embezzling, stealing, or being violent or abusive toward your employees or customers. Sometimes, even if it seems you should fire someone, it may not be the wise business decision. Let me explain:
So, this is what I did. I strolled through our parking lot and found 8 Obama bumper stickers on our employees’ cars and have decided these folks will be the first to be laid off. I can’t think of a more fair way to approach this problem.
After years of fleecing their employers and American consumers, United Auto Workers are now looking to Washington to help come up with money to continue their exorbitant and ridiculous pay structures.
It is morally wrong to discriminate against anyone for their religious beliefs. However, refusing to hire someone precisely because their religious beliefs conflict with the purposes for which the business was organized is not discrimination any more than refusing to hire a black actor to play an albino is racist. It is not illegal to discriminate against midgets if the NBA does not hire them as players, nor should it be.
If you need more time to finish your daily work, then by all means work longer. However, you will not be paid more to complete work you should have done in 8 hours.
