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CONGRATULATIONS, CHRISTIE!! Best of luck to all of you!!
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I am in Washington State and it is 1.51 in our little town- does not seem to be as bad as some of you are getting hit with. Good thing I live 3 blocks from work (or is it???)
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That was great!!! Have a great Thanksgiving!!!
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Actually, I would like to have a sample, too. Our Administrator just made me "Manager" and we have never really had a budget for HR. Isn't it funny the things we think of after the fact.
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We are not a manufacturing facility, but we are a hospital that has x-ray and lab on-call every night and weekends/holidays. What we do is pay them $2 per hour to be "on-call" (they have to be within 20 minutes of hospital), then when they are call…
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I agree with Linda. What I do is pay them according to their timesheets, if they are incorrect I make the adjustment on the next regular pay cycle. I have people in our hospital who do not write days down, extra calls, etc., my response to them is…
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We do not use that particular system, but we do have 12 hour shifts for our nursing department. They work three 12 hour shifts per week (sometimes overtime, if needed). When it comes to holidays, we pay according to the following schedule: for ma…
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In our facility (hospital) I do the HR, employee benefits, payroll and accounts payable. It is really nice that I can have access to all since I know what the benefits/deductions should be and also what the bills are when they come in, etc. I have…
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We have staff that is on-call (xray, lab)- when staff is "on-call" we pay them a set rate for being on-call (generally $2.00 per hour). Only the staff that is on-call for that day receives the pay per hour. We then have another rate for them when …
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We had this problem before with payroll checks. What you should do is check with your state (go online) to see what you have to do for "unclaimed" property. I ended up reissuing a check to the same employee for the same check twice- after that I s…
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I believe that you should pay her for her meals since it is in the regular course of her job that has her traveling. We pay for all of our employees meals and travel when they leave the facility for the day for meetings, etc. We do, however, requi…
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We are a small hospital that do have staff that are on-call at different times of the day/night. We pay a flat fee for being on-call ($2.00 per hour) and then we pay two hours of pay at time and one-half of their regular rate of pay-not the $2.00 r…
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I would suggest (STRONGLY) that you have them sign a payroll deduction and have it come out automatically each payday. Be careful, if you pay more than twice a month at all through out the year, you will only want it to come out twice per month, no…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-02-03 AT 08:55AM (CST)[/font][p]Betzi- We are a hospital in Washington and in September we asked that employees pay a very minor amount of their medical- so other employees have the option to drop cov…
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We are a Public Hospital in Washington State and we accrue 8 hours per month from date of hire (can not use until 90 days after employment). We do have a policy in place that employees may use sick for self, spouse (significant other), children or …
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Look at your medical plan contract papers. I do know that we (because we pay all of the premiums) have to have 100% participation- if eligible, they receive the medical whether they want it or not. I was informed, by our insurance administrator- t…
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We are a small hospital in Washington and we have 96 employees, which is quite a few more than you- however- we have a 90 period from date of hire- our employees have to work an average of 28 hours per week (118 hours per month- based on 4.3 weeks) …
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I recently had an employee out on workers comp and I was wondering about the sick time and vacation time. When I called our contact for workers comp, I found that an employee can not earn more with the vacation/sick and the workers comp than the pe…
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I actually received an email from our Hospital administrator regarding some changes for FMLA in 2003. One of them was the use of FMLA for in-laws. I am trying to find it so I can relay it exactly how it was sent to her. As soon as I get it I will…
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Margaret- I, too, would LOVE to have the forms emailed to me [email]mindymarkreed@centurytel.net[/email] thank you Mindy
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Thank you for the response- I appreciate it- I am going to desigante it effective with the date that I mailed the FMLA forms to her. That way I am safe- I think. Man, this stuff can get confusing.
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This comes from our Administrator- "Sometimes it is best to let sleeping dogs lie"
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We are a Hospital District with 108 employees- and I am the ONLY employee in HR, I report to the Administrator- CEO.
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Thank you for your responses. I think I will present to my Administrator that we pay for it. I found it funny- I emailed the State of Washington to see about any RCW, etc.,, They emailed me back and said I should consult our attorney. This may b…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-02 AT 09:52AM (CST)[/font][p]We are a hospital and I do the background checks through the Washington State Patrol. I have to do them on all employees who have contact with children and vulnerable …
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I just returned from an HR/Personnel seminar yesterday- I-9's were a HOT topic for several employers. One of the questions in our handbook we received was: "Is it legal to fire an employee who does not provide the necessary documents?" Answer: "If …
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Thank you- we are a small hospital (total of 100 employees)- and any info is appreciated. Mindy
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In my opinion (which does not count for much at times)- I feel that the "higher" ups should consider a pay increase. I actually have 3 positions which I feel I should get higher rates for part- I do Accts Payable, Payroll and HR- and ONLY get one w…
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I work for a small rural hospital. I guess I would normally report to the CFO, however, we have chosen that I report to the Administrator (CEO) since our CFO has a relative working here (you never know when an issue might arrive).