orientation period survey

mushroomHR

[font size="1" color="#FF0000"]LAST EDITED ON 07-13-05 AT 01:42PM (CST)[/font][br][br]We are in the process of revising the handbook for our hourly production workers and were concerned with a few of issues.

For those of your who have hourly production workers in your facility what is the length of their orientation period? 60 days? 90 days? more/less?

Also after what period of employment do you pay holiday pay? From day one? After their orientation period? Other?

Funeral leave?

Juror pay?

Thanks to all who participate.

Edit: I should have gone a little further. For those of you who have hourly production workers as well as salaried (exempt and non-exempt) employees, what is the orientation period for your salaried workforce? Is it the same as your hourly workers or different?

LivindonSouth

Our orientation period (thanks for not calling it probation) is 90 days. Holiday pay as long as they before and after, is as soon as they are hired. Jury duty - we don't pay them for serving. Bereavement leave, immediate family, immediate eligibility, maximum 3 days, requires something to substantiate death and relationship.




Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.

nietra

Exempt and non-exempt are treated the same... 90 days.

Holiday pay immediately upon hire... PTO and Illness leave accrue from day one but not eligible to use until 90 days.

Jury duty - up to 40 hours in any fiscal year paid. Must complete 90 days also.

However we are a Sheltered Workshop that hires production employees to keep up with the demand that our consumers (those with mental retardation) can not meet and not a production facility as most would define it.

LivindonSouth

Don't want to hijack; but be aware of the Jury System Improvement Act of 1978 (28 USC Sec 1875), prohibiting employers in some instances from discharging employees because they perform jury duty in federal court. Most states have laws also that offer similar protection to employees who perform jury duty in state courts. It is unlawful in most states to persuade a jury to avoid service or to terminate those who serve. So, be sure you don't apply an illegal standard to your employees who are probationary or in an orientation period.




Disclaimer: This message is not intended to offend or attack. It is posted as personal opinion. If you find yourself offended or uncomfortable, email me and let me know why.

nietra

Sorry, Guess I wasn't clear enough. If an employee is called to jury duty they would remain employeed until the end of their service.

However our company will pay up to 40 hours in a fiscal year for the employee to be gone while serving on a jury. This way they dont' have to use their PTO to be paid.

lorrie

Exempt & non-exempt: 90 days

Holiday pay after working one full week.

No funeral or jury pay for hourly employees, but funeral for immediate family and jury leave does not count against attendance points.

HRinFL

Orientation is 90 days. Same for exempt/non-exempt.

Eligible for Holiday Pay (except the Holiday Bonus at the end of the year ) after completing the orientation. Same for exempt/non-exempt.


Jury duty only for full-time ees.

Bereavement for immediate family is 3 days. Proof of attending.

Other benefits (Vacation, etc.) are earned after one year of continuous service. Exempt can earn vacation once they complete the orientation period, pro-rated by the number of months until the end of the year.

marc

90 day orientation period for all - not different pay rate during that period.

Holiday eligible immediately - accrue and can use vacation and sick immediately. Also provide 2 well days and EE birthday (to be used in the same period as birthday) immediately. Am revising this to kick in after 6 months.

Jury pay, up to 40 hours - immediately eligible. Use sick pay for bereavement, no formal policy, but generally allow 3 days unless out of the area - then will consider more if sick leave bank is sufficient.

atrimble

[font size="1" color="#FF0000"]LAST EDITED ON 07-14-05 AT 08:47AM (CST)[/font][br][br]length of orientation period? 6 months for both non-exempt and exempt (evaluate every 2 months for 3 early evals). We call it "Intensive Evaluation Period" instead of Orientation.

holiday pay? from day one; funeral leave? from day one - max 40 hours, taken from sick leave if available

Juror pay? Jury/Civic Duty - full pay for absence as long as the court verifies transportation time and time in service (even for jury selection) - exception: Director will work with EEs selected for federal jury duty to determine ER obligations and EE benefits. We also allow paid absences to vote if the employee can show they have to be gone a short while to make it to the polls in time.

Both sets of employees can use sick leave at 3 months, and they can use annual leave at 6 months. Emergency Leave (catastrophic, bereavement, etc.) can be taken from day one, but is unpaid unless EE has accrued sick leave (see above).

njjel

Our union contracts call for a probationary period of 90-180 days. There is no probationary or orientation period for upper management. Holiday pay is paid when the holiday falls, jury duty is paid when served regardless of time spent employed. Vacation time can not be taken for the first 30 days. Sick time can be used as soon as they have some accrued. Good luck.

atrimble

Here's Missouri's statutes on Jury Service and employment:

494.460. 1. An employer shall not terminate, discipline, threaten or take adverse actions against an employee on account of that employee's receipt of or response to a jury summons.

2. An employee discharged in violation of this section may bring civil action against his or her employer within ninety days of discharge for recovery of lost wages and other damages caused by the violation and for an order directing reinstatement of the employee. If the employee prevails, the employee shall be entitled to receive a reasonable attorney's fee.

3. An employee may not be required or requested to use annual, vacation, personal, or sick leave for time spent responding to a summons for jury duty, time spent participating in the jury selection process, or time spent actually serving on a jury. Nothing in this provision shall be construed to require an employer to provide annual, vacation, personal, or sick leave to employees under the provisions of this statute who otherwise are not entitled to such benefits under company policies.

4. A court shall automatically postpone and reschedule the service of a summoned juror of an employer with five or fewer full-time employees, or their equivalent, if another employee of that employer has been previously summoned to appear during the same period. Such postponement will not effect an individual's right to one automatic postponement pursuant to section 494.432.

Since we can't force them to use PTO, and we cannot request they turn over the check from the court, we figure we'll just pay them. Since we're government, we want to encourage all civl service activities.

pork1

MUSHROOMHR: We use a 60 day orientation/training period in which benefits are not effective until the hire date plus 60 days and the first day of the next month for insurance benefits. 401 K is on Jan 1, and July 1 of each year for those employees that qualify based on hire dates.

PORK

lnelson

Production hourly and salary are the same
90 days orientation period
30 days to receive holiday pay
3 day bereavement leave
no juror pay

ray a

90 day orientation for all ee's regardless of status. No benefits until the 91st day. They do get WC and basic Disability as mandated by the state. If called up for jury we pay the required $40 per day for 3 days, after that they are allowed unpaid time off to complete their jury requirement.

Hunter1

I just have to post here, even though we're public sector: For protective services (police & fire) we have a PROBATION period (defined by statute) of 18 months. The employee can be discharged during this time for any reason or no reason as long as its not for an illegal reason. Sounds like employment at will. For 'regular' employees, generally 6 months, and for our equivalent to production employees (public works, parks, utilities, etc) 60 days.
No waiting for holiday pay, bereavement, or jury duty which is the difference between jury pay and regular earnings.

Sunny

We have a 60 working day introductory period for all hourly employees - during these period they are not entitled to any benefits (insurance, holiday pay, etc.). The introductory period for salaried employees is 3 months and we pay holiday pay during these time but other benefits do not start until the completion of this period.

E Wart

Our adjustment period is 90 days. Company closed holidays is from day one. Discretionary holiday, vacation and personal time starts after 90 days. (Insurance begins first day of the month after 90 days.)
I have never had the breavement and jury duty with in the first 90 days, but assume that it would be the same, after 90 days. Breavement is up to 3 days for Spouse, Parent, child, brother/sister, step parent, and step children and up to one day for Grandparents, grandchildren, and inlaws (parents and siblings). This is from the date of the death through date of funeral and only pay for regular workdays. ( ie. if parent died on Friday and funeral was Monday, we would pay for Friday and Monday, but it would have been looked at as Friday-Monday =4 days off.)
Jury duty, we make a person whole for up to 2 weeks a year and then pay 1/2 pay for up to 2 weeks during a calendar year.
Same for exempt as non exempt (office and plant.), but of course don't "dock" exempt's pay, (but could charge their time off bank or if full week give without pay in some circumstances.)
E Wart