@mel1keee0: #fypp #keşfet

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Friday 13 November 2026 13:28:23 GMT

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seydoş_47 :

Bu güneş ışık açığını yakalamak o kadar video çekme hisi veriyor ki anlatamam

2026-11-14 00:09:18

163

Ayça ✨ :

ÇOK GÜZELSİNN

2026-11-15 12:17:25

6

burrakkaya :

Sevdik sevdalandık

2026-11-14 08:36:44

30

kadir :

tamda bu şarkı gibi hissettiriyor

2026-11-14 07:27:30

14

𝕰𝖒𝖎𝖗 𝕰𝖋𝖊 :

ablaaaaaaaaaa

2026-11-15 10:01:27

1

ceren :

üst nerdeenn

2026-11-14 10:41:07

0

Yağmur💓😘 :

güzelliği 🎊😍✨

2026-11-14 12:06:39

4

🦅 :

böyle bir sevdiğim olsaydı başka bir şey istemezdim

2026-11-14 08:27:21

1

𝓐𝔃𝓲𝔃𝓵𝓲 :

2026-11-14 13:40:40

1

ela_65 :

🥰🥰

2026-11-14 11:43:54

2

⭐️ :

Etek nerden

2026-11-14 20:54:33

0

GECE :

ASALET 🖤

2026-11-14 20:58:27

0

Beytullah Topçu🗽 :

2026-11-14 05:03:38

2

ilayy :

2026-11-14 09:23:09

1

𝙼𝚎𝚑𝚖𝚎𝚝 :

2026-11-13 19:46:43

0

𝓔𝓷𝓮𝓼 :

2026-11-14 15:04:32

0

Wenzyy19 :

2026-11-15 07:33:53

0

Nida :

2026-11-14 10:15:25

1

can :

2026-11-14 10:20:19

0

FIRAT’CAN :

2026-11-14 10:10:40

0

akif :

Allahın varlığı olmasa gözlerine tapacağımız kızla 🌹🌹

2026-11-15 22:08:19

0

Betül :

dudak kombosu nedirr

2026-11-14 11:10:11

0

✰𝑬𝒏𝒈𝒊𝒏✰ :

2026-11-14 11:51:12

1

Barney Stinson :

Selam yaa

2026-11-14 10:14:27

0

. :

2026-11-14 04:53:07

0

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Replying to @jb9711474uq You can just tell them to stop it. That’s it. Stop it. You can explain to the employee that it’s against an attendance or break policy or a policy on service or safety and that it’s time theft. Now, if they genuinely didn’t know it wasn’t allowed, just tell them what is allowed and that they can’t do that anymore. If you know someone is just trying to get paid while not working but they tell you they have a disability or medical issue, that’s fine. They may have a medical issue you have no idea about. Tell them about the disability accommodation process, FMLA, and anything else that may apply. Even though you may not believe them, they may actually have a medical need. But if they don’t, they won’t follow through with what’s needed for an accommodation or time off and you coach/discipline/terminate as needed if they don’t stop. Employers do not have to allow unauthorized breaks or time theft. Even for employees with genuine medical issues, it unfortunately may not be reasonable to accommodate multiple 30-min bathroom breaks per shift. Not all jobs can function that way. Employers who can and do accommodate are awesome. It’s just not possible in every job. Coaching an employee should cover what they are doing (or not doing) that is an issue, what the expectation is, the impact of what they are doing, what happens if this isn’t corrected, and be given the opportunity to ask questions. This framework is great for coaching. It works for a write-up. And it works for a termination letter. #hrtiktok #humanresources #manager #managersbelike💪😍🔥🤞🏻 #corporatelife

Replying to @jb9711474uq You can just tell them to stop it. That’s it. Stop it. You can explain to the employee that it’s against an attendance or break policy or a policy on service or safety and that it’s time theft. Now, if they genuinely didn’t know it wasn’t allowed, just tell them what is allowed and that they can’t do that anymore. If you know someone is just trying to get paid while not working but they tell you they have a disability or medical issue, that’s fine. They may have a medical issue you have no idea about. Tell them about the disability accommodation process, FMLA, and anything else that may apply. Even though you may not believe them, they may actually have a medical need. But if they don’t, they won’t follow through with what’s needed for an accommodation or time off and you coach/discipline/terminate as needed if they don’t stop. Employers do not have to allow unauthorized breaks or time theft. Even for employees with genuine medical issues, it unfortunately may not be reasonable to accommodate multiple 30-min bathroom breaks per shift. Not all jobs can function that way. Employers who can and do accommodate are awesome. It’s just not possible in every job. Coaching an employee should cover what they are doing (or not doing) that is an issue, what the expectation is, the impact of what they are doing, what happens if this isn’t corrected, and be given the opportunity to ask questions. This framework is great for coaching. It works for a write-up. And it works for a termination letter. #hrtiktok #humanresources #manager #managersbelike💪😍🔥🤞🏻 #corporatelife

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