Jessica

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Jessica
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  • I think having this forum open to everyone is a great thing. I certainly wouldn't limit access. I do think it is important for everyone to consider what they type though. These days our words matter in ways we don't always intend or appreciate. …
    in Guests Comment by Jessica June 2002
  • Don D, Well you have really outdone yourself here. I was just talking with a co-worker yesterday about the fact that we are longing for the holiday mood but just haven't found it yet. It is so easy to get caught up in the tasks and forget what ma…
  • Paul, I came out to HR-de-har-har to ask for the funniest ways people recover from having to terminate an employee. No matter how clear a necessity, ending the employment relationship this way just stinks. Now here you are with the answer to my q…
  • HS, I'm afraid I am going to have to claim ignorance here. Here goes...Who is Kelly Clarkson and what is an American Idol? I think the answers to these questions might help me cast a vote. How does one choose between Don D, Pork and Margaret? I…
  • I have a resume on my desk today that includes: "Filled containers with requested beverages, such as coffee, tea, and carbonated drinks." "Removed pizza from oven and observed color to determine when pizza was done." "Recorded orders and computed…
  • Since this just keeps getting better I thought I would add a funny one that isn't exactly an excuse for a work behavior but it comes close. We had an employee who went in to the lunch room, opened her lunch bag and unwrapped her sandwich to find on…
  • If you have to implement in October, the pre-notification pay periods (or dry runs you were referring to) can probably fall after the October deadline because part of using direct deposit is knowing that the first paycheck after signing up is still …
  • I send the following to every applicant: Thank you for applying for our _____ position. We have completed the interview process and have made an offer to another candidate we feel more closely meets the requirements for this posit…
  • As a small financial institution we are fairly strict. Our policy includes the following: Excessive Jewelry, Body Piercing and Tattoos: The following items are not allowed: more than two earrings in one ear; excessive length of earrings; body rin…
  • Thanks to both of you for the assistance. As a small Credit Union it is difficult to pay for many of the special reports, but there are always exceptions. I'll start with OSHA and see where to go from there. Jessica
  • Here's our weather-related closure policy: It is at the discretion of management to close Union early or not open the at all due to bad weather conditions. If we close early, employees that have reported to work prior to closing will be paid for t…
  • Thank you Sue! What a great list and motivational response! I will really enjoy sharing your response with our management team.
  • This type of friendly reward is such a tricky thing. I was glad to read the other responses. We have the same problem with some of the nice things we try to give employees. Once something has happened a few times the fun turns in to what we "owe"…
  • We get 96.2 hours of sick leave accrual each year (3.7 hours per bi-weekly pay period). When an employee accrues more than 340 hours of sick leave, they get half of anything over that when the leave the company. We cannot carry forward more than 4…
  • We are a small company (16 employees). After 6 months of employment, we match 50% of up to 6% of gross pay each pay period based on our employees elective deferral. So, if an employee chooses to electively defer 4%, we contribute 2%, and so on. O…
  • I would agree that this is a policy question. At my company, in our ideal world, we would pro-rate benefits based on number of hours in a scheduled work week. For example: 20-29 Hours = 50% benefits (Part-Time) 30-39 Hours = 75% benefits (Functio…
  • I'm sorry to suggest bad news, but in our plan your change would not be allowed because it doesn't fall under the following categories: family status, employment status, dependent qualifications, residence or worksite. I don't know how other plans…
  • We are a small company (also in Oregon) that faced this question recently with an employee who wanted more than 12 weeks between medical and parental leave, and an additional 3 months at part-time because of the medical condition of the new baby. B…
  • My thanks to all of you who responded! I am new to HR and I learn so much by reading postings in this forum. The responses so far have been a great help. Thank you!
  • Hi Renie, I would be happy to provide an update! The supervisor is working with her, probably as I type, and the headaches seem to be the least of our worries. We will definitely have some work to do in keeping this employee but we hired her fo…
  • Hatchetman, Just a quick thanks for taking the time to present so much clear information and advice. This is the stuff that forums are made of! Jessica
  • Thanks to both of you for taking the time to respond. I spoke with the CEO yesterday and we came to the same conclusions. I particularly enjoyed the totalled car example Don. After I posted my questions I took a minute to think about how this wou…
  • James: I actually do suscribe..........I have not read it yet but was very happy to see it in my email box. Thank you for letting my know though.
  • James: Thank you very much for the information. It was very helpful!
  • Part of my question was based on whether or not we should let/and or give the option to our employees of whether to attend a conference in our area that will have attendees from SARS affected areas?
  • That would be great Sam. Please send to [email]Jelou77@aol.com[/email]. Thank you very much.
  • [font size="1" color="#FF0000"]LAST EDITED ON 04-28-03 AT 08:29AM (CST)[/font][p]Thank you very much for your help. What about conferences that are held in our area but of individuals traveling there from places where SARS cases are high? Should we …
  • [font size="1" color="#FF0000"]LAST EDITED ON 03-13-03 AT 10:21AM (CST)[/font][p]Diana, I work for a small credit union and we pull credit reports along very similar lines to what Dutch2 describes. I would like to emphasize that the combination of…
  • So, a question for the group. I recently had an employee out of the office, request that I explain to the rest of the staff (very briefly by e-mail) why she was out so that she wouldn't have to explain thirteen times when she returned. We have und…
  • I realize I'm repeating advice before me, but I think some of this bears repeating with a couple of small caveats. First, I vote for starting by getting someone else to work with the client if at all possible. That way you are not losing ground se…