Gary Jiles AR

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Gary Jiles AR
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  • >We in HR, Accounting, and Payroll have just been notified that we are >contractually obligated to institute direct deposit for some of our >employees by Oct. 1 SURPRISE! x:o (This contract was negotiated in >1999). We do our pay…
  • >We are revising our dress code policy to include tattoos and visible >body piercings. > >Does anyone have a sample of how you have written in tattoos - >especially visible ones. We do not permit visible tattoos (we're a >c…
  • >Does anyone have a sample severance policy I could read. We have >guidelines but I would like to build a policy. I have a severance policy that you could read if you could e-mail me the specifics of what you are attempting to accompli…
  • >My company is considering going to 12 hour shifts. The result would be >non-exempt employees would work 36 hours one week and 48 the next. Due >to some antiquated payroll issues, there is consideration being given >to pay the emp…
  • >Before I began working here, an agreement was reached with an EE who >owed us over $5000 in unpaid insurance premiums. He agreed to forfit >a week of vacation pay each year until the debt was repaid. As I >understand the agreem…
  • Provided the employee receives at least minimum wage for hours worked and 1.5 times for overtime, you have no problems. Remember that holiday pay does not have to be counted for overtime purposes, i.e., you do not pay overtime on holiday pay. You …
  • > >A first for me - ee has requested FMLA to attend to daughters >>orthodontist appts while she is getting braces? Are we required by >>law to permit this as a legitimate need to care for a child? It does >>not se…
  • >A first for me - ee has requested FMLA to attend to daughters >orthodontist appts while she is getting braces? Are we required by >law to permit this as a legitimate need to care for a child? It does >not seem to fit the "neede…
  • We always suggest that you run your vacation, sick leave, etc., time concurrently with the FMLA in order to resolve any doubts that employees are not entitled to more than 12 weeks time. You should also remember that you can force the employee to us…
  • The rolling 12 month period looking back allows the 12 months to be constantly moving, i.e., if an employee requests FMLA leave, you look back over the last 12 months from the date of the request to see how many weeks of FMLA has been used, and the …
  • >I need to write a position statement in response to an EEOC Charge of >Discrimination. I have never written one before. Does anyone have >any advice as to what information should be included, (I have pretty >good documentation …
  • >If an employee is working for a company that merges and two months >into the merger the company that is controlling the operation decides >the sales force must sign affidavits stating they will resign if they >do not sell a certa…
  • >We are in the process of purchasing another business in the state of >Arkansas. Our corporate office is located in Missouri. What is the >general rule as to how to calculate seniority for the employees who >are coming into our b…
  • >We are in the process of purchasing another business in the state of >Arkansas. Our corporate office is located in Missouri. What is the >general rule as to how to calculate seniority for the employees who >are coming into our b…
  • >I read that certain states make it illegal for a company to have a >"Use It or Lose It" accrued vacation/paid time off policy. The policy >supposedly does not refer to situations where an employee resigns or >is termination, inst…
  • >If an employee does not return property or equipment (specifically >laptop computers) when they leave, can we deduct the value from their >final paycheck and any ESOP payout? We are having a disagreement here >about the legality …
  • >We have been providing our ee's with a handbook during orientation >that is actually a full text copy of our company policies. We now >want to stop this practice and develop a true Handbook that only >summarizes/highlights the p…
  • So long as you are not taking action based on a legitimate nondiscriminatory reason, you have no problem. As you know Arkansas is an employment at will state and you can fire someone for cause or no cause at all. You do not have to give a reason f…
  • You must only give the employee the opportunity to have a co-worker present if the employee asks for the employee to be present. However, you do not have to offer the employee the opportunity to have a co-worker present. Further, you do not have to …