Friday, September 18, 2015

HR Update...Unions see Sisson's answers as "less than accurate"

In an email to "Directors" below, City Chief Human Resource Officer Ed (Alphabet Soup) Sisson makes the following statement:

"The union representative may be present merely to act as a witness for the employee and does not right to ask questions during the meeting."

My union peeps provided me with their interpretation of the roles and rights of the Union Rep in investigative sessions.  Needless to say, it is different from Ed and Jose's version.

"While a Representative cannot turn a disciplinary meeting into an adversarial confrontation, the representative is there to provide assistance and counsel to the employee. Cases suggest that an employer would violate the right to union representation by insisting on the representative remaining silent."

Has Jose been whispering inaccurate information in Ed's ear in the car? You can't always trust a basset hound. He doesn't have the letters you do Ed.

From: Edward Sisson []
Sent: Friday, August 21, 2015 4:46 PM
To: Directors 
Subject: Questions from Key Management Meeting Answered....

Hello and Happy Friday Colleagues,

During this month’s key management meeting, there were three questions I was asked during the presentation that I did not have the answers to at that point or required additional research. As a follow up, the questions are listed below along with the responses:

1.      Is it considered to be overtime, if an employee works for the City, but in a different capacity? (Ex., if a secretary decides to do extra work by helping with a Wahoos game).
I spoke with our Employment Attorney regarding this matter and the answer is….it’s kind of a gray area. If the work completed is considered to be clearly in a different capacity and occasional /sporadic, then the time would not need to be counted as OT hours. On the same note, if this employee works a Wahoos game every week, or once a month or with any type of frequency, then the extra work would not be considered intermittent and irregular employment within the meaning of the law.

2.      Can an employee or their union representative record investigative sessions?
During an investigative sessions, the meeting may ONLY be recorded if we as the employer permit it (which we should not). These sessions are not public meetings, and are instead personnel actions meetings. The union representative may be present merely to act as a witness for the employee and does not right to ask questions during the meeting. As I mentioned during the presentation, when you conduct any investigative session or rendering of disciplinary action, you will want to ensure that you have a witness present for your protection (regardless of whether the employee requests a union member be present or not). I recommend there be two members of management present, and detailed documentation of the meeting taken as back-up.

3.      Will the “clock” reset for temporary employees currently working through one temp agency, if/when they are shifted to a new temp agency as we get aligned with our recently completed RFP for temp services? This time period is typically 12 weeks from the first day the employee works for us through an agency, that we must wait before we can hire the employee as a regular City employee.
I have spoken with both of our “primary” winners of the RFP (Keegan and Landrum) and they have both assured me that the “clock” will not be reset.

I hope you all are able to enjoy the weekend.


Edward F. Sisson, SHRM-SCP, SPHR, CEBS
Chief Human Resources Officer
City of Pensacola, Florida
PH : 850-435-1727
Fax: 850-595-1298

Notice: Florida has a very broad public records law. Most written communications to or from state and local officials regarding government business are public records available to the public and media upon request. Your email communications may be subject to public disclosure.


Anonymous said...

Stupid is as Stupid Does.

Anonymous said...

"During an investigative sessions"

Huh??? Is the pooch writing these emails or proof reading them?

"The union representative may be present merely to act as a witness for the employee and does not right to ask questions during the meeting."

Seriously??? This is a complete embarrassment! Not only does he contradict what's clearly written policy, his writing skills as others have pointed out before are horrendous! No wonder the city needs so many attorneys. This guy with practically every letter in the alphabet after his name is the director of HR but, either doesn't know the policies or doesn't care what they say. This is really pathetic for a Chief Human Resources Officer, SHRM-SCP, SPHR, CEBS, LMNOP....Time to add something else to your title...BOX!

Anonymous said...

...and the dumpster fire at city hall continues. Mr. Ed the talking horse just continues to speak without the facts further demonstrating his complete incompetence. There's a box waiting with your name on it!

Anonymous said...

Anonymous @ 1:53 pm. Shame on you for disrespecting horses! He's actually more of a jackass.

Anonymous said...

The guy changed his own title to make himself sound more important than what he is..... Little man ( in height not size) with a Napoleon complex. He probably thinks that he's as important if not more than the Mayor himself.