Watson
About
- Username
- Watson
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Hey guys. Thanks for the replies. Our carrier wants us to check records for all employees just in case they might ever be asked to drive either a company vehicle or their own vehicle on the company's behalf. We've been told we have to get them to …
-
Go to this link and it should answer your questions: [url]http://www.sos.state.ga.us/firststop/[/url]
-
We let our exempt supervisors decide between getting straight pay for any time worked over 40 or participate in the year-end bonus pool. DOL has reviewed this policy and approved it. It helps keep morale up when they are working long hot hours in …
-
Thanks for the advice. I went ahead and filed a WC claim the minute he started complaining because I felt like he was going to try to drag this "injury" out as a way to get out of trouble for the accident. He was traveling at a high rate of speed …
-
No lost time. The employee was driving a company vehicle back to our office from an out-of-state job site and wasn't paying attention and rear-ended another vehicle. He then complained of a sore neck and we sent him to the doctor who gave him some…
-
Everyone that works on the project has to be paid in accordance with the prevailing rates, whether they be Davis Bacon or Service Contract wages. The contract will have specific provisions on how apprentices and trainees must be paid, so ask for a …
-
15, 10, 5 minutes, whatever. The bottom line is, if we have employees who come in and work less than an hour a day, are we going to be okay with the Labor Board if our company policy states that exempt personnel will be paid for 40 hours per week; …
-
Exactly Don. These are employees that quit without a word to us, just a no-call, no-show. I don't want to get their signed authorizations to withhold from their checks. I want to have them sign something that says they agree that they get their fi…
-
Have any of you that pay more towards your employees with family coverage than you do for your single employees' coverage ever had a discrimination claim for bias towards married employees?
-
Thanks! You can send it to me at [email]watson@stepenv.com[/email]. I appreciate the replies.
-
We had a similar incident with our EMR. I used Advanced Insurance Management (AIM) out of Riverside, Illinois. Ed Priz, AIM's president, was very helpful and instrumental in getting our mod recalculated. His phone number is 708-442-6010. Hope th…
-
I attended an OSHA seminar last Wednesday and they said that HR cannot sign the 300 like they could in past years. Now a top company executive must sign.
-
In the 11 years we've been in business, we've had only 4 cases, including the case that is the subject of this thread. This worker has gone so far as to tell us that she has had many injuries with other employers and she knows how to work the syste…
-
Is this true even though the injury is job-related? Are you saying that once vacation and FMLA time are used up, you can terminate him when the missed time is due to a work-related injury?
-
I have prepared a plan for a 50-employee government contractor. I'd be happy to forward it to you if you want to take a look. It's geared a little differently for the government side of business so if that's not what you do, it might be overkill. …
-
We were selected 2 years ago for an audit. I asked how they picked us and they told me a government client of ours had requested it. I can't stress how important it is to have your AAP updated. They went through mine with a fine tooth comb. I th…
-
This is a little off subject, but another thing to be careful with here is that the "coming and going" rule no longer applies to those driving vehicles home. An employee with an assigned vehicle was recently in an accident with injuries on his way …
-
Thanks, Scorpio for taking the issue seriously. I wouldn't have posted my question had my friend not been at the stage of feeling helpless and my post was not intended as a slap in the face to companies or their HR professionals. You know the situ…
-
Goodness, didn't mean to offend anyone! I checked before I posted to make sure the offending company was in no way associated with anyone on these boards. Actually, the company's HR person is the one who told me that my friend should sue. Just ho…
-
I agree with both of you but I think he should consult with an attorney first before he takes any type of action on his own behalf. I just don't know anyone there to refer him to.
-
I agree with HR Rat Race and HR Gddss on this one. I am a single female attorney handling HR for my company. I have been dating a man for over a year now. We are heading towards marriage but not quite there yet. To be categorized as someone with…
-
Our audit was done at the request of a new client. I was very surprised that they requested the audit since we only have 49 employees and the standard threshhold that triggers an audit is 50. But we do have large government contracts so I couldn't…
-
We also have federal contracts and I just completed our first ever AAP audit by the EEOC. I only received one notice of violation. They said we didn't make enough effort to identify the race of all applicants, even though we mailed to every applic…
-
I agree with Parabeagle that you need to speak with an attorney in your state. Several states have nullified noncompete agreements on the grounds that they are too restrictive in nature. If you are reducing the employee to part time and at the sam…
-
That would be great! Any help we can get will be appreciated. Our fax number is (865) 481-0290.
-
We were also selected this year for our first audit and I'm still waiting to hear their response. About how long did it take for you to get their review comments in? Thanks!
-
We are located in Oak Ridge, TN and go through security clearance checks on about 50% of our former employees. The investigator is usually just looking for generic info such as SS#, full name, last known address, etc. They will usually ask us if t…
-
I agree with you both but our smoking problem here is not going to be solved. Management refuses to confront the issue. So I am faced with trying to hire someone that doesn't become part of the problem. Once hired, it is very hard to reprimand so…
-
The employee has only been employed here for 4-5 months. He was hired specifically for an out of town job; however, when that job was completed, the project manager decided to send him to work on another out of town job. His "estranged" wife cal…
-
The employee has only been employed here for 4-5 months. He was hired specifically for an out of town job; however, when that job was completed, the project manager decided to send him to work on another out of town job. His "estranged" wife cal…