Elle
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- Elle
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I love that idea! That sounds very productive and fun! Thanks for the input, I will try a similar model.
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That is how I feel that advantages are greater than the legal opinions and the "what if" fear factor. Considering the history of our organization, I think it will be fun and good. It really isn't going to be a great motivator to increase product…
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Yes, I have already read that article. I have read many that are for and against EOM plans. I feel that the difference with ours is that there isn't a formal committee or a structural guideline. The employee's and manager's vote for whome ever th…
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Well we only have 26 ees and everyone will be able to vote at all levels except our VP. He isn't eligible to win and the only time he can vote will be if there is ever a tie in the votes. The award, a $50 gift certificate will be awarded once a …
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ray a: That is what we are going to do, have everyone vote, oh no, now I'm really worried! Everyone gets to vote, manager to employee or vice versa. I though by letting everyone vote and briefly stating a reason why (it has to be work related) tha…
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Well, I know hrhero has some sample policies that may help you. As far as Federal record retention (make sure to always check w/your local law) here is some ifnormation: Payroll records: 3 yrs., unless you have a staff that makes tips than it is 4…
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Hi, welcome to the Forum. Are you writing the policies yourself? Do you need sample policies? Also, for document retention, what kind of documents; medical, resumes, personnel file information? Sorry with all the questions but the more specifi…
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I don't want to forfeit the severance payment because of that. I also don't want to ask her to notarize it now b/c I didn't tell her that I needed it notarized. I am a notary but I can't do it since I am accepting it. Thanks for your input. S…
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Yes, but what do I do now? I asked her to have it witnessed when she signs it and I guess she just didn't care. BTW, our attorney is a she not a he.
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Stellad: I don't mean to have you reconsider your choice of terming the employee, but have you thought about the fact that maybe she is making errors b/c of her mother's experience (stroke)? I'm not sure, I would try to look for some sort of perfo…
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I have spoken to them, I have asked them on their input among other things. They asked me in the beginning to creat an appraisal method b/c they never really had one in the past and would like a formal way to review employees. Either way I will …
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mcmel: That is how I thought and felt when I came on board here, a little guiding and patience can go a long way, but that isn't always the case. My managers have been here for an average of 10 years and I don't think they care to see improvment at…
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I completely agree, I don't feel that I should "babysit." Because HR is a new department here I do try to support everything I attempt to implement and guide managers in how things should be done. But you are right Don, the frustration is growing …
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Thank you for your advice, it sounds like your plan has worked out well. I have done something similar for the appraisals with actual packets and have delivered them in person. Your managers do appraisals every month?
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Thank you all for your responses and support. I'm just not sure if all my paper work is in order, I really don't have much aside from stating that we have budgetary issues and 2 persons for 1 position. Is that justification enough?
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I agree with mwild31, an ee needs to be ready at the appointed starting time to work. I have that written in my handbook, "physically and mentally prepared to begin work." You should think about adding to yours if you don't have it already.
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Sonny: Yes, micro managing is the bigger issue. This meeting is for our budget but they will use the salary information in the worse possible way they can. They are from other parts of the U.S. and do not understand that the standard of living in …
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MP: If employees have started to notice than mgmt and HR have waited too long. I would definitly say something to either a senior staff member in HR or speak to the supervisor that doesn't confront. Our policy for exempt status is that ee have …
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Carol, Why don't you just have your manager's conduct performance appraisals according the ee's anniversary date? That way they are done consistently throughout the year with all your employees. I also feel that this gives the ee a more personal …
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Yes, you have to provide your employees w/the Privacy Notice as well as have all your Business Associate Agreement forms filled out. The BAA form is for any other organization that has employee medical information (i.e. payroll company w/employee c…
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We are fully insured. I am still not sure what I need to provide my employees aside from the Privacy Notice. I have already done that. Do I just keep the paperwork in a binder? Is that complying? Thanks!
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Anne, Thanks a bunch, it did help!!!!
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Thanks for your responses. During her pregnancy, I was informed not to term her then, that is why I didn't. But I can't give her an extention on her time off and neither can the STD carrier, she has no PTO left. Plus, I need to fill the positio…
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Can I create a policy that only pays out a certain amount of those hours?
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We are not a financial company but we are pretty small, 26 employees. I just eliminated personal/sick/vacation time and lumped them together and now call them paid time off (PTO). I created a policy for the PTO and included procedures on how to ac…
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No, we do not qualify for FMLA, the organization is very small. I have started to document everything and she is following company policy. Meaning, she calls in through her supervisor, she submits her requests as required and she follows the rules,…