PT THE AUDITOR
Oh, No! I Have to Go MeetWith HR
of parking tickets to review, or a fine management agreement to help hold some feet to the fire. Or what about checking those expenses against internal records? Or – I get chills up my leg just saying it – confirming deposits against daily reports? Now that’s real auditing work. Unfortunately, from time to time I do have to talk to the folks
T
in HR. I guess they have their stories, too. Letme tell you about a person we had in one of the garages I
audited. I noticed fromthe time sheets that she hadmore than 120 days off in the last year. Huh?What was that all about? I repeat-
HERE IS NOTHINGMORE BORING than HR. Human Resources. Wow! Forms, laws, hiring and firing. What a pain.
Nothing ismore exciting tome than a stack
edly asked Human Resources for information and got none, so I went to the HR office and said I would wait until the head of the department was
available.After a fewminutes, I was ushered into the presence. I explained the problem and was told that, yes, there is an
issue and this employee needed to be counseled. I suggested that she be counseled into the unemployment line. But I was told that as far as HR and the union were concerned, this was the first time the problem had been noted, and it took at least three “counseling reports” before any action could be taken. I left with my tail betweenmy legs. Of course, the solution was for the employee’s manager to
have written her up regularly so that if and when action needed to be taken, it could be. There is a process; what was needed was for the garagemanager to follow it. Another location has needed an assistant manager for six
months. I have been trying to get one
hired.My feelingwas that in this jobs climate, surely a person could be found to fit the bill. (If this were an e-mail, I would put a smiley face here.) Iwanted to put up a sign in the
garage advertising the position. HR was uncomfortable with that since my owner was offering a wage higher than was being paid for the same position in other garages. It was felt that this could cause dissention in the
ranks.My position was that the folks upstairs atMcDonaldswere being paid that number; how could we attract good people if they could getmore flipping burgers? I understood HR’s position,
but I needed an assistantmanager. I was also told that in this
state, unemployment benefits were very generous, and in many cases, people couldmakemore notwork- ing than working. The recent extension of unemployment bene- fits didn’t really help me in trying to fill the position. (With overtime – guaranteed – the position paid nearly $40K a year with benefits.) So you can see why I would
rather be surrounded with print- outs and calculators. Now let’s talk marketing. I
have a garage in a fairly large city in the mid-South. It has about 1,500 available
spaces.This garage
Management questions human resources’ new hire. 36 FEBRUARY 2011 • PARKING TODAY •
www.parkingtoday.com Continued on Page 37
Page 1 |
Page 2 |
Page 3 |
Page 4 |
Page 5 |
Page 6 |
Page 7 |
Page 8 |
Page 9 |
Page 10 |
Page 11 |
Page 12 |
Page 13 |
Page 14 |
Page 15 |
Page 16 |
Page 17 |
Page 18 |
Page 19 |
Page 20 |
Page 21 |
Page 22 |
Page 23 |
Page 24 |
Page 25 |
Page 26 |
Page 27 |
Page 28 |
Page 29 |
Page 30 |
Page 31 |
Page 32 |
Page 33 |
Page 34 |
Page 35 |
Page 36 |
Page 37 |
Page 38 |
Page 39 |
Page 40 |
Page 41 |
Page 42 |
Page 43 |
Page 44 |
Page 45 |
Page 46 |
Page 47 |
Page 48 |
Page 49 |
Page 50 |
Page 51 |
Page 52 |
Page 53 |
Page 54 |
Page 55 |
Page 56