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HR_Fun

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HR_Fun
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  • I would also try to avoid NX having a blackberry/iphone.  Here are some related links for you to review:http://www.schwarzberglaw.com/lawalerts/05-01-08.asp   http://www.hrhero.com/hl/080108-lead-overtime.html?TOPIC   http://www.nytimes.com/2007/09/…
    in Hourly Employees & Blackberry w/ email capabilities Comment by HR_Fun February 2010
  • Thanks to both of you.
    in Exempt & Salary Deductions Comment by HR_Fun June 2009
  •   Facebook (FB) settings vary by the end-user.  Depending on the security settings a person selects, only accepted “friends” can view their information to the extreme that anyone with a FB account can view th…
    in Using Facebook as a screening process for new hires Comment by HR_Fun May 2009
  • We sent an email to all employees noting that if they are feeling ill, then they should not report to work, and should see their primary care physician as soon as possible. We also plan to provide email updates regarding this influenza and have pos…
    in Swine Flu Comment by HR_Fun May 2009
  • I would say they vary depending on your revenue and the intent of the program. The norm for me has been annual allotments of $3-4K for undergrad & $4-6K for graduate.  To avoid headaches, I would not pay for the course until after a satisfactory…
    in Education Reimbursement Programs Comment by HR_Fun February 2009
  • If you can’t beat them, then join them.  Keep the eye on cost and run some performance-based or employee reward programs, awarding a few snuggys that have the company logo on it.
    in Snuggys in the workplace? Comment by HR_Fun February 2009
  • I wouldn’t even suggest that personal advances are permitted due to SOX compliance concerns.  This is a touchy subject and could provide more of liability to the company.    Hopefully, you offer an EAP that includes financial counseling.  It is …
    in Employee Advances - When is it too much? Comment by HR_Fun September 2008
  • ADP does have multiple applications depending on country and employee count.  I agree that HRB lacks in many areas and their associated customer service line is below par, IMO.  However, their Enterprise system is much different and has far more fu…
    in ADP as Payroll Provider Comment by HR_Fun September 2008
  • You may also want to consider items such as a pre-assignment medical check-up (vaccinations), tax equalization policy, and culture training.
    in Compensation / Incentive Packages for Overseas Assignments??? Comment by HR_Fun September 2008
  • If you have access to the WorldatWork site… Go to Resource Center/Information Resources/Global Rewards. There are country specific guidelines that you may find useful.
    in HR in Canada Comment by HR_Fun August 2008
  • You may want to consider banning camera use at work and the ability to plug phones into computers via the USB ports (to avoid mass data collection). The camera can be a security concern of private records or lead to employee relation nightmares. I…
    in Cell Phone Use Policy: Business-Issued vs. Personal Comment by HR_Fun September 2008
  • I would have the error corrected immediately and notified the employee & the manager.  As long as your laws permit, I have always requested the funds to be returned.  Not a great situation, but it happens and should be handled in a consistent m…
    in Error In Compensation Comment by HR_Fun August 2008
  • As far as I am aware, you must make the payment within 72 hours.  So you will need to cut a manual check and not wait until the next normal payroll.  http://www.leginfo.ca.gov/cgi-bin/displaycode?section=lab&group=00001-01000&file=200-243  
    in Final Pay (California) Comment by HR_Fun July 2008
  • You could also prorate by days worked within the year, but whole month proration is easier to explain. As you grow, I would think it’s best to move to a common review platform. Annual increases create consistency and ensures no one gets forgotten.…
    in Converting to annual evaluation and merit increases Comment by HR_Fun July 2008
  • Since you are a student, the SHRM flash cards also work well for PHR test prep.  The SPHR has a lot of applied knowledge questions, which do build on your own HR experience.  Good luck.
    in Advice for someone pursuing a PHR Comment by HR_Fun July 2008
  • There are some great HR topics here.  You may also want to consider how your HR objectives are tied into the strategic goals of your organization.  You always need top-down buy-in to get things accomplished and your overall HR mission should also a…
    in Topics to Cover in an HR Summit - Ideas? Comment by HR_Fun July 2008
  • Watson Wyatt has multiple surveys that may be helpful. I would suggest you look at the Internet/e-Commerce Development grouping with their Information Technology and e-Commerce Personnel Compensation Survey. Benchmarked titles listed are: e-Busines…
    in Salary Surveys for Digital Media & Web 2.0 Positions Comment by HR_Fun July 2008
  • The HR Scorecard: Linking People, Strategy, & PerformanceUnderstanding the Federal Wage & Hour Laws (not as boring as it sounds)Incentive Compensation and Employee Ownership If you are limited on time, iTunes also has SHRM po…
    in Looking for book suggestions Comment by HR_Fun June 2008
  • I would agree with the above. At my company, a signature is required on our handbook within first three days of employment.  We then keep our policies on our Intranet, which list a creation & revision date on each.  When there are updates to on…
    in How long until Policy applies Comment by HR_Fun June 2008
  • any last minute takers? [;)] 
    in Dashboard / Metrics Comment by HR_Fun June 2008
  • I would agree with HRforME.  As long at the information is located on a secure company Intranet and you only include pertinent work information, you should be safe.  I know some companies allow for a picture opt-out and/or inclusion of EE submitted…
    in Posting of Employee Information Via the Company Intranet Comment by HR_Fun June 2008
  • Here is a basic one I found online:  http://oie.ucsc.edu/forms/is3/tn_sample_department_letter.doc  
    in Anyone have a sample TN Letter Comment by HR_Fun June 2008
  • I would agree with HRforME, and build on the California argument.  IMO, I normally recommend that Exempt EE only take time in 1/2 days, shift, or full day increments.  Avoiding any reference to hourly increments is a safe practice, as you do not wan…
    in Deducting from exempt employee pto bank Comment by HR_Fun June 2008
  • I am currently on a semi-monthly cycle for both Exempt & NX, but I am not a fan.  The pay dates are difficult for my EE to remember, and even more difficult for my NX to pay the bills & budget when there is a lag between payrolls.  My hope i…
    in Semi-Monthly Payroll Comment by HR_Fun June 2008
  • This is just a personal opinion...  I have used them for multiple small companies.  They are a good HRO solution that provides full HR support including Benefits, Payroll, Recruiting (limited), Training, & Employee Relation services.  They cha…
    in Administaff Comment by HR_Fun June 2008
  • I would agree with the other posters.  Since you are in Cali, I would be sure to have a clear policy on your T&E and also have signed agreements from all eligible EE.
    in Expense reimbursement time frame Comment by HR_Fun June 2008
  • Religion & politics don’t mix at work. I would suggest that you discourage the displaying of one political party over the other, but rather encourage the choice to vote come November. It is better to be bipartisan, then creating a potential ho…
    in political stickers on hard hats? Comment by HR_Fun June 2008
  • I would use it to attract, but not to research.  Too much stuff that you may not want to know...
    in MySpace / Face Book Comment by HR_Fun June 2008
  • I would suggest providing a memo explaining how overtime would be paid for all work over 8 hours per day or over 80 hours within a two week period, and have the employees sign the agreement (an post it on your Intranet).  This can be a cost saver f…
    in 8/80 rule Comment by HR_Fun June 2008
  • There is a long strange list of them: http://www.dol.gov/elaws/esa/flsa/screen75.asp      
    in FLSA Question Comment by HR_Fun June 2008