HR Mouse
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Excellent! Thanks!
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It is illegal in Illinois to discriminate against someone for using tobacco products.
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My company is in Illinois and we offer Medical Insurance where the employee is responsible for 20% of the premiums which we deduct (Section 125) from their paychecks. If an employee waives coverage & is covered on another policy elsewhere (not i…
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What about Unemployment Info? When we get the notice of a claim from the State of Illinois - should those go into the individual employee file or should they all be kept together in a separate binder (like the I-9's)? We have about 90-100 seasonal e…
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I also had the same situation happen here at the beginning of the summer when we hired a temp file clerk. She wore a lot of perfume and even with our windows open it was stiffling. We had a meeting with her to discuss things regarding her position, …
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Well, here is our Progressive Discipline Policy (direct & word for word from our Handbook): Any employee conduct that, in the opinion of the Company, interferes with or adversely affects our business is sufficient grounds for disciplinary action…
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He WAS spoken to before hand. His supervisor spoke with him 3 times about it before & each time his story changed - like I said before, initially he completely denied it, then he said he spoke with the customer but couldn't remember what he said…
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Exactly! They come to me after it's gone well beyond anything acceptable (when it has blown up basically) and want something to be done - always asking if they can terminate it seems - but we don't have one scrap of documentation. This guy I've been…
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Oh trust me - we asked him to come in at a specific time to sit down with HR (me), his supervisor and our GM to get his side of the story & he refused to meet with us because he was too pissed off. He blew us off - we called him at home AFTER he…
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We use a Disciplinary Form which has the following sentences at the bottom: "I have received and read this warning notice. I have been informed that a copy of this notice will be placed in my personnel file." I actually downloaded it from this site …
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What about things like COBRA notices (General, Election, etc.)? Are they best kept in the Personnel file or in the separate Medical file? Since it's related to the Medical insurance I would think it should go with that stuff. Any opinions about tha…
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That's what I thought! Thanks for the reassurance!
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Update: I finally heard back from our broker and it turns out the employee IS eligible to re-enroll at our next open enrollment date or sooner if he goes onto another plan/policy and loses coverage there. And I DO handle payroll too - as well as MA…
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Yes, our plan IS a Section 125 plan. I don't believe him voluntarily dropping mid-year & stopping his payroll deductions is a problem, but I will have to double check on that........ So, now does that mean although he's voluntarily dropping cove…
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I am SOOO glad you asked this because I am going through the exact same thing on my end! I can't wait to hear the replies!
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ADP is web based as well - including our time clocks! Our retail & wholesale staff uses time cards at the electronic timeclock (they're like a credit card they swipe) and our office personnel punch in on the web. Then when it's time to run payro…
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We do not use ADP for our 401(k) - actually it's a Simple IRA - so I wouldn't know about that part of ADP. We go through someone else for the Simple IRA & only do the payroll deductions thru ADP. I make the contribution pymnts to the plan via AC…
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We use ADP's PayeXpert for processing payroll and ADP's exLaborManager for our electronic time clocks. They handle our taxes, direct deposit and our FSA! I couldn't be happier with ADP - they offer tons of training courses on-line (via webex) or at …
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Unfortunately at our company no one likes to do things "by the HR book" - all of the Supervisor's/Manager's like to do things their own way including interviewing & hiring. And then I get stuck picking up the pieces & cleaning up their messe…
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I asked the Supervisor who hired him back that very question & she replied, "It was a momentary lapse in judgement!" Ha ha! She said she always thought he was a bit "off and odd" but he did his job. From what most employees relayed to me about …
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I agree! I felt that is the best route to pay him the higher rate of pay. The funny thing about this story is that about an hour after I posted my original question the former employee called me back and started complaining about how everyone at th…
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Well I would say that YES the employee received full value since that form is only for Cash Advances - we give them a check for the full loan amnt when we receive the completed & approved Advance Form. As for the property.....ugh....I'm getting…
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* If the employee is no longer employed with [COMPANY] at any time during this loan, any outstanding balance total will be deducted from his/her final paycheck. REPAYMENT OF THIS LOAN/ADVANCE WILL BEGIN ON THE FIRST PAYCHECK IMMEDIAT…
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No problem about the other posters questions - I just wanted to make sure everyone was clear that there were 2 different people posing questions & 2 different scenarios. Also that I am in Illinois & not California. That being said I really, …
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Actually, MY original question was about un-returned/lost/broken company property and the verbiage in our handbook regarding withholding the cost of replacement or repair from an employee's final paycheck (please see the original post). The other qu…
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Yes, our Company Policy states, "All employees are required to formally request Vacation days off by completing a Vacation Request Form and turning it in to their immediate supervisor for approval. All Vacation Request Forms must be approved and sig…
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I had the same problem with a W-2. It was sent to the last known address the company has for him so I went on-line & did a Google search for him in the town, then in the county, then in the state - unfortunately his name was not so original so t…
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Wow! Thanks to everyone who responded - I really appreciate all of the feedback. It turns out the employee has been suspended without pay & an investigation with management is currently underway. The owner of the company was informed of this sit…
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Can you give some details/specifics on the bullying? Is it a one-time occurance or a constant thing? Are you positive it's "bullying" or is the employee perceiving regular/normal work related issues to be the supervisor picking on them?
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I'm just wondering - if we put a new/revised policy in place (in our handbook) how much freedom does that give the managers to offer different benefits when hiring a new employee? If our policy states they'll receive 5 days of Vacation from 1-3 year…