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Old 05-09-2013, 04:48 PM
 
12,578 posts, read 13,256,462 times
Reputation: 8896

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Quote:
Originally Posted by J. Pederman View Post
The funniest part is the proposed changes will make it easier for nepotism and the good ol' boy network to flourish.

Also under the new regs the appeals process can still take up to 7 months to go through:

NC workers' group balks at public worker changes :: WRAL.com
Agreed. The underperforming who knows someone in the ranks could be protected. Afterall ol' Pat can't observe & review 120,000 employees.
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Old 05-09-2013, 06:18 PM
 
564 posts, read 751,497 times
Reputation: 683
Quote:
Originally Posted by WFW&P View Post
You take one item from the article and dwell on it which, is your perogative. You are naive to believe a policy such as this would bring top notch service into the government sector. It doesn't work that way or that well in the private sector.
First of all, they have not really put out an entire process. Instead, they have started in one area and need to work out more changes.

Read the other article in which it says:

"State Personnel Director Neal Alexander, who worked in human resources at Duke Energy for 40 years before being hired by McCrory, told the committee the administration is interested in reworking the entire law over time. The changes in Wednesday's bill, he said, "really addresses our most critical needs that we have at this time."

So what do the democrats say? Here is what is says:

"Some Democrats on the committee who voted against the bill said the changes were happening too quickly and shouldn't be rushed."

Yet read all the silly comments in this thread that are not even mentioned in either article. Merely, just making a bunch of assumptions with no real knowledge or proof.

As to your comment about "top notch service", yet it has been done effectively in the private industry. To say otherwise, demonstrates that you have not had broad exposure to a large set of well run companies. Here in the Raleigh area, you can look at companies such as SAS, IBM, Lenovo, Cisco, Glaxo, etc. All great examples of well run organizations with good employee policies in place. Post up on the Raleigh boards and ask people from those companies and you will get responses. As for states, many run very effective systems, such as North Dakota, Vermont, Minnesota, Iowa, Utah and our neighbors in Virginia. Each of these states continue to show up on the best run states.
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Old 05-09-2013, 06:47 PM
 
5,150 posts, read 6,639,298 times
Reputation: 1438
Quote:
Originally Posted by janster100 View Post
Why should there be any difference between employee rights for public employees versus private employees. Whatever protections are put in place, shouldn't there be consistency and fairness to all.
It's in the U.S. Constitution. Google it.
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Old 05-09-2013, 06:51 PM
 
5,150 posts, read 6,639,298 times
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Quote:
Originally Posted by ClevelandMike View Post
It's not a civil right to leach off the government payroll. If you suck at your job, if you are corrupt, you should get FIRED!!! The same way Harry Jones got booted in a public forum. That's what I call fundemental change.
Correct. It isn't a civil right to have a government job. But, to be deprived of property by the government without due process is a violation of the Constitution. Not defending the idea just saying.

Harry had a contract which is also the only thing that can protect a private employee. Those with contracts follow them. County managers don't have to have contracts since they serve at the will of the board and therefore can be fired whenever except for the fact that they actually gave him a contract.

Public employees without a contract are guaranteed due process which is a fundamental right.
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Old 05-09-2013, 06:54 PM
 
5,150 posts, read 6,639,298 times
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Quote:
Originally Posted by J. Pederman View Post
Definitely. Private sector employees need to fight harder to ensure their rights, like public sector employees have.
Yes, but in this state without a contract means not many rights. If they can be fired with or without reason (like Best Buy can refuse to take an item back if the feel like it and only has a 15 day window now) which is the law in NC then with no contract you don't have rights to keep a job. Being able to be fired for no reason doesn't preserve much rights wise.

Which rights are you wanting defended?
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Old 05-10-2013, 07:39 AM
 
564 posts, read 751,497 times
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Quote:
Originally Posted by GCharlotte View Post
It's in the U.S. Constitution. Google it.

As I said, it should be the same for both private and public.
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Old 05-10-2013, 07:41 AM
 
564 posts, read 751,497 times
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Quote:
Originally Posted by GCharlotte View Post
Public employees without a contract are guaranteed due process which is a fundamental right.

What makes you say that there will not be any process?
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Old 05-10-2013, 03:50 PM
 
12,578 posts, read 13,256,462 times
Reputation: 8896
Quote:
Originally Posted by janster100 View Post
First of all, they have not really put out an entire process. Instead, they have started in one area and need to work out more changes.

Read the other article in which it says:

"State Personnel Director Neal Alexander, who worked in human resources at Duke Energy for 40 years before being hired by McCrory, told the committee the administration is interested in reworking the entire law over time. The changes in Wednesday's bill, he said, "really addresses our most critical needs that we have at this time."

So what do the democrats say? Here is what is says:

"Some Democrats on the committee who voted against the bill said the changes were happening too quickly and shouldn't be rushed."

Yet read all the silly comments in this thread that are not even mentioned in either article. Merely, just making a bunch of assumptions with no real knowledge or proof.

As to your comment about "top notch service", yet it has been done effectively in the private industry. To say otherwise, demonstrates that you have not had broad exposure to a large set of well run companies. Here in the Raleigh area, you can look at companies such as SAS, IBM, Lenovo, Cisco, Glaxo, etc. All great examples of well run organizations with good employee policies in place. Post up on the Raleigh boards and ask people from those companies and you will get responses. As for states, many run very effective systems, such as North Dakota, Vermont, Minnesota, Iowa, Utah and our neighbors in Virginia. Each of these states continue to show up on the best run states.
You're right, I haven't worked or been exposed to well run companies which, proves my point and counters yours.
It also doesn't change the fact of, on a personel level, even in the best run companies, there are good employees who get pushed out due to work place politics and poor performers who get by for the same reason. To think a company of 10,000 employees, all of them being top notch, is pretty delusional. My wife's former employer I would consider a good employer and they had issues with poor performers that wouldn't go away.
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Old 05-10-2013, 07:10 PM
 
564 posts, read 751,497 times
Reputation: 683
Quote:
Originally Posted by WFW&P View Post
You're right, I haven't worked or been exposed to well run companies which, proves my point and counters yours.
No it doesn't. All it proves is that you haven't worked for good companies, nor have you been exposed to good companies.
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Old 05-10-2013, 07:13 PM
 
564 posts, read 751,497 times
Reputation: 683
Quote:
Originally Posted by WFW&P View Post
My wife's former employer I would consider a good employer and they had issues with poor performers that wouldn't go away.
Your example works against those on this thread that are fearful of people losing their jobs.
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