JudyRoy
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We too made a clerical error and paid an employee $28,000. We caught the error immediately and tried to put a stop payment on the check. However, this employee was clever and cashed the check at our bank and then deposited the money in her account…
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You stated the problem correctly and I appreciate your answer. You explained everything I needed to know. We didn't want to be in the position of having to track hours, you know 15 minutes here, an hour there. Right now, if you leave for a dr.'s …
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Our employees get paid the 8 hours for the holiday plus the number of hours that they actually work. Most of our employees in the field work on holidays, so many actually get double pay (holiday pay plus 8 hours worked). We have twelve paid holida…
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I started at this non-profit 15 years ago with 28 employees. At that time we gave 13 holidays, 12 days vacation the first year (on up to 4 weeks), 12 days sick leave, 85% paid toward medical premiums, paid life insurance. Our budget was at that ti…
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We started a FSA several years ago with 100 employees. Our limit at that time was $1500. We have since raised it to $4000 with 200+ employees. Have less than 10% participation. Never did have more than one or two take advantage of the dependent …
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We are a non-profit. We accrue leave while an employee is on paid leave. Once the leave becomes unpaid, they no longer accrue vacation or sick leave.
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Presently we charge our employees 20%. Several years back, it used to be 15%but with the rising costs, we increased it to 20% five years ago. This past year, we had to change the coverage for dependents. Employees used to pay 20% for dependent co…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-06-02 AT 03:20PM (CST)[/font][p]For the past 14 years this non-profit has paid 80% employer - 20% employee. This includes dental & vision. This includes parent/child, husband/wife and family cov…
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Thanks Don - this is going to be a tough one!
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Company policy states 12 months and 1250 hours.
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[font size="1" color="#FF0000"]LAST EDITED ON 08-28-03 AT 02:22PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-28-03 AT 02:22 PM (CST)[/font] I work for a non-profit organization. We get 6 days sick leave per year. Employees ca…
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Our policy is that you MUST attend the funeral if you are taking the day off or use the time as travel to/from the funeral. We grant three days bereavement leave for the immediate family. Not cousins, aunts, uncles. Grandparents are considered "i…
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We allow employees to take sick leave when their spouse/children are sick. We find that if we don't, they usually call in sick themselves. Most of our employees use every bit of sick leave they have, but we do have a policy that if you don't use i…
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We don't response to such inquiries. Our policy is that we won't even verify employment without the employee's written permission. So we would respond with a simple "we must have the employee's written permission to give you this information". Th…
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I agree with the other, we have a "no advance" rule and we don't even have employees asking anymore. It is written in the handbook and there are no exceptions. We do have a sick leave sell back twice a year, so if employees need extra cash, they c…
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We also use ADP for our payroll and HR Profile through ADP. We have 220 employees and it work great for us. We generate reports through ReportSmith and create reports that we need in addition to the ones already programed in.
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We had the same problem. Our "fix" was to reduce the amount of sick leave from 12 to 6 days per year and give the employee the option of carrying over their sick leave or paying it out at the end of the year if they didn't use it. Most opted for th…
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No, she was positive for drugs.
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Normally we ask the employee to go during their scheduled shift. However, this gal works evenings and/or overnights so she can't go during her scheduled shift. I felt we should have asked her to go immediately following her shift when she got off …
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Probably not! I understand that she used the money to pay off all her debts. Her phone had been disconnected, and rent was past due as was her credit cards. So, probably she won't be able to get any type of loan.
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We batch by hours. However, we have implemented perameters for total amount of checks and a maximum for the hourly rates. Don't worry, this will not happen again!!!!!
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We have automatic check signing. Although I'm not sure even if we had a real signature with some 300+ checks that it would have been caught.
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Apparently she paid overdue bills. Her phone had been turn off and her rent was past due. At least this was the her story. We gave her five days to come up with the money, but I feel her chances of getting a loan are poor to not at all.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-17-03 AT 08:09AM (CST)[/font][p]In most states you cannot withhold a pay check for any reason. In some states you cannot mandate direct deposit either. We are in MD and we cannot require our employe…
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Our organization doesn't require "proof" either. But, we did see some abuse. We then defined bereavement leave for "immediate family" Mother, Father, Brother, Sister, Son, Daughter. This eliminated those who had their grandmother die four time l…
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We are in Maryland. I liked your suggestion, so we are going to ask her to file a workers compensation claim and let them handle it.
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We reimburse all our employees .32 cents per mile. This includes travel to meetings as well as travel between job sites.
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At our non-profit no one accrues vacation while on unpaid leave. They are required, however, to take all paid leave before taking any unpaid leave. Hence, you would be paying their vacation pay (if they had any) while they were off. If layoffs se…
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As a non-profit dealing with clients in the disability field, we are required to conduct a background check. We have an authorization form which must be signed at the time of the interview. I think you would be able to do a background check on all…