AZOTHR

Comments

• In our company employees must experience a "qualifying event" in order to make changes and or additions/removal on their health insurance plans. Our policy: if the event (marriage, divorce, birth, adoption, gain/loss of other coverage) occured in…

  in Divorced dad wants to cover his kids on medical insurance Comment by AZOTHR March 2002
• You should always maintain I-9 forms at that employees work site, for INS auditing purposes if indeed you should get audited. If you are the "final" word on all new hires and are working out of a different location-I suggest you be the one to sign …

  in personnel files and I-9 forms Comment by AZOTHR March 2002
• applications are kept in my office with access to the HR Director and department hiring Manager ONLY! Depending on how many people you have on your HR staff I would keep applications and resumes in your department accessible only to those who have …

  in access to employment applications Comment by AZOTHR March 2002
• I've had 6 years of experience in HR and both my employers in within this timeframe have used the same exact waiting period. If an employee returns before 60 days from their date of termination they keep their seniority and continue to accrue sick …

  in rehire policy Comment by AZOTHR March 2002
• Can I ask how you keep track of FMLA hours? Is your payroll/HR department computer based-meaning does payroll "talk" to HR through your systems?? From previous experience from working at a hospital FMLA hours were kept track off initially coming f…

  in FMLA Intermittent Leave Comment by AZOTHR March 2002
• I've been in the HR field for 6 years now, I've been through 3 INS audits and and INS class on proving eligibility for employment and was told that employers are NOT to verify or ask to see proof of eligibility unless we've have officially hired tha…

  in Pre employment social security check Comment by AZOTHR April 2002