HRCalico
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I'm with Ana - I thought "bimonthly" could be defined as twice per (but every other is right as well). Such confusion. My mother just changed from a twice per month to biweekly and I asked if she had a good system. Answer was "NO". Ana, the nonp…
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I think that is probably your best of limited choices. I don't have a copy of it, but we used a spreadsheet to track programs under which hours were worked (which locked cells with formulas so they couldn't screw it up very easily). If you had an …
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Sending things might not be a bad idea; I would caution you that the written word doesn't communicate tone, facial expressions, etc . . . that stung me pretty badly earlier this year on an unrelated matter. Besides, they'll most likely talk about i…
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Don has a good idea - kind of puts it back in their lap. We don't have wage scales (sometimes that's a good thing), but I wonder - do you NEED to make it public/post it, etc? Or just let the people know who are getting the increases? Small town p…
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JEL, I'm going to try to dig back to my former nonprofit life and give you examples of how we handled things . . . of course, I have no laws to back me on this, just "fond memories". Employees cannot volunteer to do their regular job duties. (You …
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It's code for Thursday, since T was already taken with Tuesday. Incidentally, the poor guy had to show up today, so this whole issue is out the window. Good to know for next time! :>)
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Good thing you're an HR Nazi, because the standard is that if an exempt employee performs 15 minutes of work in a day, they are to be paid for the day. Good luck breaking that news to your boss. However, the employee is hired to perform a certain …
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That's awesome, marc! Hope it was listed with the rest of your benefits!
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I'd think the easy way out would be to do a comparison - how does the exempt lump sum fee compare to an estimate of what the employee's hourly wages would be for that time (with OT)? If it comes out close, just pay for hours worked. If the ee come…
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While it may not be a federal or state law (I don't know CA law at all), there are sometimes industry standards. I found that there is no NE law on double time, but it is something that is common in the mfg industry. We opted to pay double time af…
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That explains why I searched and searched for it and came up empty! AJ, could you hit me with it, too? x:D [email]lkuehn@rpm-composites.com[/email] Thanks!
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My comment is that seems like an awful lot for 1-2 employees per year. Is it to integrate them into your culture and help build teamwork? You can't require participation in after-hours social events. (Plus it's been my experience that mandatory f…
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I've never done such a conversion, but here are the thoughts I have on it - Give employees plenty of warning - i.e. if you're going to change January 1, start talking about it in September or October. Be prepared for lots of questions. Perhaps ho…
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I don't think there are any compliance rules, but I wanted to share our policy. We require employees to have had an eye exam in the past two years. They pay for the cost of the exam unless it is a job requirement that their eyes are checked (i.e. o…
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Allow me to also welcome you to the forum! I have a slightly different perspective (with the same end) - what if their other insurance coverage is terrible? Or, what if they're on Medicaid or state insurance - does that count? As a taxpayer, I'd …
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Our president does that with part-time people who are not eligible for insurance. I think what Whirlwind is saying is kind of like this: one EE asked to go up to full time at her review and get on our insurance. She had gotten a raise, and we said…
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I have had two employees that raced cars that both were disappointed to find that their hobby isn't covered by our insurance. I believe there is special insurance out there for them that they could get on their own, but - imagine this - it's expens…
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You somehow took a wrong turn, SL - this question would be better posed in Benefits or Employment Law. You might e-mail the editors and ask them to move your thread - it will get more visibility over there. I don't believe there is any federal law…
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I'll give you the same advice I told the person asking about Argentina. Don't know if it was helpful or not. ----------------------------------------------------------------------------------------- Oh, wow, that's a tough one. My cousin works for …
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Oh, wow, that's a tough one. My cousin works for a company in Chicago that could be able to help - the pertinent web page for these services is [url]http://www.iorworld.com/what/training/briefings.htm[/url] And their contact page can be found here…
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I had an EE get divorced and not tell anyone; in fact, he didn't notify me until about 4-5 months after the fact and he was required to carry her for six months. Looking back, I think I should have dropped her and charged him the cobra amount (we p…
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Wow, I think you're both getting a steal. I think we pay $30 plus per employee, which includes five one-hour sessions, unlimited (as far as I know) phone consultations on minor issues, and six hours of in-house training (plus travel costs) on a var…
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Sheila, I feel your pain. I have an employee that has been giving me fits for quite some time. We are addressing it by clarifying our policy, which we will then communicate and enforce. I am actually looking at going to a no-fault attendance poli…
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Larry, I'm disappointed. Usually you throw in something like "the land of 10,000 termination payout rules". :>) And Sheila, you can call your state DOL to get a difinitive answer on when to pay.
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If I remember right, mushroom, isn't your disability self-funded? My guess is you're looking at this a little like FMLA, so you don't have them come back from 26 weeks disability and go on a four week cruise using their accrued vacation. Our disab…
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Hi, Angie, welcome to the forum! We are manufacturing, and we provide the following: *2 weeks of vacation after 1 year, 3 weeks after 9 and 4 weeks after 20 *3 days sick leave after 1 year *8 paid holidays We also do STD/LTD/Life at our cost, 90%…
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Look to your right and left, Traci, do you see a rock on one side and a hard place on the other? :>) I think you have two options, with the third already thrown out (it's the easy one) which is to blame it on your STD company. Since that's YOU…
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Thanks, Paige, I was planning to post the same question today! :>) Ours is EE 1%, ER 1% EE 2%, ER 1.5% EE 3%, ER 1.75% EE 4-15%, ER 2% Plus our profit sharing is a minimum of 5%, last year we got 6%.
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We pay 90% of EE health, 80% of EE dental; 50% of family health, and 40% of family dental. The numbers: EE Only health - EE pays $14 ppp (every 2 wks), we pay $125 Family - EE pays $162 ppp, we pay $273. Dental is cheap - EE only for them is $2 pp…
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Hi, Catherine. I feel your pain. We don't have PTO, but there are people who will figure out how to play your system no matter what it is. (Once you make something idiot-proof, they build a better idiot.) I agree that you need to enforce your po…