Pay or Not?
Rockie
2,136 Posts
Trying to make a consistent policy for all.
On all new hires, we send a "new hire packet" before the hire date, but ask that employees come by Human Resources on their first day to turn in the paperwork and get their ID badge made. We have tried to put this on the supervisors to get the paperwork to us, but they can't seem to grasp this concept. We found we were spending untold amounts of time trying to chase down employees to get this piece of paper or that piece of paper.
Some of our locations are away from the main office and employees want mileage to come to the main office (as well as being paid for their time). We also require employees to travel to the main office for mandatory orientation.
Question is: Do you feel mileage is warranted in this case or should this just be a cost of the interviewing/employment process? Some supervisors turn in mileage and some don't and we are just trying to make it consistent.
Thanks!
On all new hires, we send a "new hire packet" before the hire date, but ask that employees come by Human Resources on their first day to turn in the paperwork and get their ID badge made. We have tried to put this on the supervisors to get the paperwork to us, but they can't seem to grasp this concept. We found we were spending untold amounts of time trying to chase down employees to get this piece of paper or that piece of paper.
Some of our locations are away from the main office and employees want mileage to come to the main office (as well as being paid for their time). We also require employees to travel to the main office for mandatory orientation.
Question is: Do you feel mileage is warranted in this case or should this just be a cost of the interviewing/employment process? Some supervisors turn in mileage and some don't and we are just trying to make it consistent.
Thanks!
Comments
Normally, we do not pay mileage or time for someone that is traveling to a location within sixty miles of their home. If they go over sixty miles, they can count the time and mileage from home. Most ees come to their work location first, and then leave to travel to another location, if it is within sixty miles, so they receive pay for the travel time. When we noticed that ees were basically pulling into the parking lot and leaving, we started requiring them to come into the office to at least check email, etc.
James Sokolowski
HRhero.com
For what it's worth........... We have 26 physician office practices that are affiliated with the health system and we recruit for all of them. We handle the pre-employment "stuff" similar to what you now do and do not pay anybody for the mileage to satisfy the prerequisites for employment. Altho it's not an absolute, we tell new hires that failure to submit the necessary forms, etc. to HR on or b/4 their start date will delay their new hire orientation. It works reasonably well.
James Sokolowski
HRhero.com
HR should always be supportive of operational departments, even when they are services/support sections, themselves. Be PRO-ACTIVE for the team and you will find your employee relations will be much stronger. When I demand something everyone knows it is a serious matter and we get what we need, because we give what they need everyday as a matter of routine.
PORK
I don't really have a problem paying the employee to drive into our office for this - it costs a heck of a lot more in my time and my assistant's to try to chase people down for pieces of paperwork. Thank goodness, we don't have a lot of remote hires.
Thanks for your comments.
1. Have them report to the main office on their "starting date". Don't mail the paperwork to them ahead (unless it is something they have to discuss with someone.) Tell them to bring whatever ID they need. Do all the new hire paperwork, then "send them on their way" to their work location. You should then pay them for the time they are at the Main location and I would also pay them for the commute to the actual worksite (this one time.) Just have them complete an expense account (which you can give to them during the orientation.)
I know this is a pain, but required. You are not supposed to complete I-9's ahead of time. Just set it up that all new hires are on Monday or Tuesday or whenever and have the "orientation" that day at a set time. You could have one person show up or several. This will save you and Supv. a lot of time in the long run. (I don't feel it is supv. responsibility to do all the paperwork (taxes, I9, etc.) or it won't get done. This really isn't a concern of theirs. They are just concerned with getting the job done
E Wart