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HR Surprise

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HR Surprise
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  • This is a current (and on-going) debate at our company too. In fact I have to prepare a presentation for our board of directors to explain the "ins and outs" of exempt/non exempt laws. The FLSA regulation says that if an employee is absent for a D…
    in Exempt Use of Vacation, Personal Days Comment by HR Surprise April 2002
  • The employee is not salaried/exempt. The 'agreement' is a personnel action form changing the employee's hours from 40 to 28 - not signed by employee, but by the supervisor and HR director. This reduction was at the employee's request.
    in Payroll: Jury Duty + Time Worked Comment by HR Surprise October 2001
  • Sorry - I guess the state would help - also the type of business! The state is AZ, the business is medical not-for-profit(not a hospital) Thank you!
    in HR Salary Comment by HR Surprise August 2001
  • This is a terrific idea! I have been told that some of the Web sites do not reflect a true analysis of salaries for some areas. For instance, we are a not-for-profit health clinic and I always have a problem obtaining relevent salaries. Thank you…
    in Salary Survey Data Comment by HR Surprise August 2001
  • Along the same lines....(I am also in the process of updating JDs)I was told we will need to add a HIPPA compliance statement to all of our job descriptions. Would anyone "out there" have wording for a statement?
    in job descriptions Comment by HR Surprise February 2003
  • Hi! I am the HR Director for a group of family practice clinics(6)with a total of 135 employees (and growing). I report directly to the CEO. I am very happy to say that within the next 2 months I will be getting an HR Assistant. Hoorah!!
    in Where does HR Fall On Your Company's Org Chart? Comment by HR Surprise October 2002
  • The employee's vacation and sick accruals are printed on their pay stub. Managers also get a printout from payroll with accruals listed for their staff. When an employee needs time off they complete a Request for Time Off form, submit it to their …
    in Retention of Requests for Time Off Comment by HR Surprise September 2002
  • Pork, thank you for your "wiseness". I only wish our managers who make errors or do not follow policy had to TAKE responsibility and answer for the mistakes! Also, what do you do for backup if you have an audit? I've received other advice that …
    in Retention of Requests for Time Off Comment by HR Surprise September 2002
  • Thank you! I did not remember the November item.
    in Payroll/HR Survey Comment by HR Surprise July 2002
  • We incorporated this into our communication devices policy (email, fax, telephone). Basically it says that personal cell phones are to be turned off during business hours or at any business related meetings. Employees may use their cell phones duri…
    in Cell Phone in the Workplace Comment by HR Surprise November 2001
  • Thanks, Gene. We do have a grievance procedure - but the employee chose to transfer rather than file. The prospective employee did go to the office manager - that's how we found out what was being said. We do not have a policy on false or derogato…
    in Employee Talk Comment by HR Surprise November 2001
  • I don't have the answer to your question, however I do believe one of the criteria would be to determine if they can perform the "essential functions" of the job - regardless of their language capabilities.
    in Hiring Non-English Speaking Employees Comment by HR Surprise August 2001
  • I believe the best way to handle this employee is to look at her job performance. Is she performing as required? If your supervisors monitor attendance and punctuality, is she compliant? Do you have an employee assistance program? If so, meet wi…
    in Difficult Employee Comment by HR Surprise August 2001
  • Thanks again for your input. We are a business office and do not have a second shift. I have instructed my manager to suggest this could be FMLA and ask for a doctor's written diagnosis - we will proceed from there. Since our policy states that FM…
    in Excuses Comment by HR Surprise August 2001
  • Thank you for your suggestions. We have made so many accommodations for this employee - who is very good at "using" the system - so we are really getting tired of it. There is not a private bathroom available and it is a small department, so the ot…
    in Excuses Comment by HR Surprise August 2001