Frenchie
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- Frenchie
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Comments
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I also hate cell phones. I recently got one in an effort to cut back on my long distance phone bills, but I only use it when I have to. I think it is extremely rude to make or take calls while you are in public. I liken it to being in a restaruan…
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15 to 20 minutes may not be enough training to make you compliant. We have used a consultant by the name of Scott Warrick to do some of our training and he was very well received by management and non-managment associates. He just made a training …
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Are you still looking for an HR Assistant job description? If so, I can send you one.
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We are providing latex gloves and face masks for our associates opening the mail. We are also following the guidelines from the postal service in that any suspicious mail is not to be opened, but placed in a plastic bag for further examination by t…
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Hi Margaret, I would like to have a copy. My fax number is 740-349-3830. Thanks, Donna >I have one that I have used with my clients and they really like it. >It uses five rating categories, but overlays a numerical scale from 1 &g…
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Our policy covers all technological equipment, cell phones, pagers, palm pilots, etc. Use of this equipment is not permissable while in a vehicle or on equipment that is in operation. The vehicle/equipment must be parked prior to using the equipmen…
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Thanks everyone.
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We are looking at headcount over the past three years. The manager was initially counting people employed during that year, but that doesn't give you an accurate picture because not all of the people worked the full year. So, I am taking total hou…
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Sorry about that. Full Time Equivalent. It gives you the number of full time employees needed based on hours worked.
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Thanks everyone. We are going to implement your suggestions.
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Geno, By that do you mean we must show the pay going in and then back out on the same pay?
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>We have hourly employees who receive commission >and works well. They are paid commission >monthly. You need to be very carefuly with >commission however if they work overtime as you >will have to go back and calculate what …
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Hi Don, A Rover day is a paid personal day. Under company policy he is entitled to three per year. If he were paid commission only, he would get his full commission as if he worked all week. Hourly associates receive eight hours pay at their curre…
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Thank you. I thought that was the case, but wanted to make sure.
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We are in separate parts of the building. The only way I know she is late is if I happen to go to her department when she's not there, or if one of her subordinates tell me. They are very reluctant to do that. They prefer to complain about it to …
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Last year we initally budgeted 4%, but took that down to 3%. The logic was either everyone takes less or we have fewer employees. We were still able to recognize performance by giving anywhere from 0 to 3%. Your employees have been very fortunate…
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Thanks for your reply. High-flying/divin Margaret? Is there a story here that I missed?
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Thanks Margaret.
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Wage and hour law treats travel time away from home as time worked if it cuts across the employee's work day hours, even if travel occurs on non-work days. The way we handle it here is we pay them from the time they leave home until they arrive at …
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Skippy, It seems that the issue here is one of performance rather than exempt status. I think I would address the performance issues first. If she claims the problems are due to her prior illness, then I would address it from an ADA standpoi…
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We will be doing a max of 5% based on performance.
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According to wage and hour laws, for one day special assignments, all travel time is compensable. If the assignment requires an overnight stay, the travel time that cuts across the employee's workday hours is compensable, even if the travel occurs o…
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Our employees pay $43.90 for single coverage (16%) and $197.41 for family coverage (27%). We provide at no premium cost to employees, dental, vision, and STD. Your plan sounds very generous.
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Our renewal date is 9/1. We are a self funded plan with 84 employees. Our increase was 30% (last year was a bad year)however, we are implementing an HRA and with that change our net increase will be about 8%. Our employees pay 16% of the premium …
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We are with Franklin Templeton, and that is the process we use.We really haven't had any problems. We have tried to educate our associates and make them understand that they have some personal responsibility for their account. If it is important fo…
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We have 77 associates and are partially self-funded. Prior to this contract year we paid 100% of the premiums for both family and single coverage. This year, we are looking at a 30% increase, therefore associates with family coverage are going to …
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You make a very good point. That is where your transitional work program comes into play. Associates don't have to participate in the program, however if the physician has released them for transitional work and they don't do it, the BWC can stop …
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We pay wage continuation for a period of up to twelve weeks. After that we review the claim to determine if we will continue paying or start letting the BWC pay. We work very closely with the MCO to try to get the associate back to work as soon as…
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Thanks for responding. It will be interesting to see how this all shakes out.
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>In the past we have waived the employee's portion (15%) of their >health insurance premium when they were off work due to a work-related >injury. > >Times have been tougher, and we would like to start having them pay >thei…