A fictional conversation between a school district transportation director and a human resources liaison illustrates ways to achieve positive results when discussing difficult employee behavior.
Addressing workplace problems can be a delicate matter, but the conversations about them don’t have to be difficult. Done right, they can produce a positive outcome.
Fact Sheets and a Q & A document address critical questions about taking advantage of the protections and relief offered by the Families First Coronavirus Response Act when it takes effect on April 1.
One of the important lessons for employers from the #MeToo movement is that their employees expect them to do more than they have in the past to prevent workplace harassment.
The Alabama driver reportedly skips students’ bus stops due to disruptive behavior. He is let go for not following proper protocol and demonstrating poor student management.
The New Jersey driver reportedly makes some wrong turns while taking kindergartners home. He is let go for not conducting a practice run on the route before the first day of school.
Despite clear case law, many school districts and bus companies still shortchange their drivers. Confusion lies with exemptions and rules related to collective bargaining.
A Florida bus driver who refused to let students deboard until medical help arrived for an injured student despite parents’ demands was following policy, district officials say.
A New Jersey superintendent’s call to fire Gaye Kish for using her phone, having a friend board her bus, and taking a bathroom break during her route is rejected by the board of education. Kish cites a medical condition as the reason for taking the break.
The State Board of Education reviews proposed updates to safety regulations, including a lifetime ban on working as a school bus driver for a person convicted of a crime involving a child.
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