HRDir1
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I agree with the way this conversation is going. It is all about retention, right? How about ignoring the Monster post and going right to the heart of the matter -- how is the employee doing, and what can the employer do to make sure that employee k…
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We track manually, the new employee's file is tabbed, so that when his or her anniversary comes up, there is a note that the referring employee is eligible for the bonus at 6 month 12 month and 24 month intervals ($100. $200 and $500)
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Hi Kate: I like the SHRM annual conference. It is huge. This is good and not so good, since there many sessions held at the same time that I need to/want to attend. It is hard to choose which one to go to. For a smaller conference, I like the Natio…
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Sounds like you need a clear policy on hours of work, arrival times, lunch breaks and departure times. Once you get one, enforce it fully and fairly and you should be just fine. BTW state antidiscrimination laws often apply to employers of one or mo…
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I noticed on one of your other posts that you were staffing for a housekeeping company. As such, you should probably consider doing background/criminal checks on employees. This may be limited by state law and reasonableness -- i.e., relationship to…
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Georgia does not require private employers to pay employees for time away from work for jury duty or court appearance. Some courts pay jurors a small fee, and the employer may offset any amounts received by an employee for a particular week against…
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For the basics for federal government contractors, I would start with OFCCP's website at http://www.dol.gov/esa/ofccp/ They also have a good guide for small businesses that could help you: http://www.dol.gov/esa/ofccp/TAguides/sbguide.htm Good luc…
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PPOs are comprehensive networks of healthcare providers that are set up by employers, by insurers, and by major providers, such as hospitals and groups of doctors. The PPO sponsor negotiates for reduced fees for services contracted through the PPO. …
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It is not a requirement for private employers -- only for federal government, as an employer (see I-9 instruction book for employers, page 15, Q# 22 http://www.osha.gov/pls/epub/wageindex.download?p_file=F6844/I9_Handbook.pdf) However, if you don't …
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OSHA requires that employers of 11 or more employees keep records of occupational injuries and illnesses for each work establishment. An establishment is a single physical location in which business is conducted or in which services or industrial o…
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I'd just send the standard rejection letter. Since the letter was not considered, it is best to ignore it.
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Great point, LA. Zero tolerance for tyrants should be the rule, just like other obnoxious or harmful behavior.
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If the ethnicity data is not individually identifiable, it is best. For example, if the annual personnel report just asks for ethnicity data in terms of numbers/representation in the workforce, then you would need to keep the data, but not as it per…
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Hi Melissa: Under FMLA, it is not necessary that the employee be reinstated to the same job he or she left. However, "equivalent" position must be one with the same pay, benefits, and working conditions, including privileges, prerequisites and stat…
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Chances are, there will be no penalty. You may, however, get a call from your local EEOC district office. They may look into why they have not received an EEO-1 from you. If the EEO-1 reveals any glaring statistical possibility of discrimination, yo…
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Thanks for all of your help - this is great!
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Hi Ana - A great description of ISO 17799 can be found at http://www.17799.com/papers/iso17799scope.pdf SAS 70 engagements are detailed examinations of the internal controls over the policies and procedures of service organizations. The examination…
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We used to use ADP’s payroll (never their time & attendance system). I couldn’t justify going with their time system—you don’t own it; you pay per ee per month. Our only experience with Ceridian is that they never called us back when we were so…
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I believe that this has stalled out in Congress. Still in committee and waiting for further action. Seems the Dems and Republicans cannot agree -- what a shock!
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Hi Reg: We were wondering about this too, but the USCIS site says: Notice regarding expiration of control number on Form I-9, Employment Eligibility Verification: The Office of Management and Budget (OMB) control number on the current Form I-9 expi…
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If the employee can still perform the essential functions of his or her job, you have an obligation to continue employment under the ADA. If there are reasonable accommodations that can be made to allow the employee to perform his or her job, the AD…
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With all the info coming out on the warning signs -- that the gunman was so troubled, showed signs of depression, violent thoughts etc., seems like a pretty clear case. It is hard to take action when a person seems vulnerable, but given the conseque…
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Hi Dawn: In Arizona discharged employees must be paid within 3 working days or at the end of the next pay period, whichever is sooner (AZ Rev. Stat. Sec. 23-353). Employees who leave voluntarily must be paid no later than the next regular payday. Wa…
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I am not familiar with the specific program you are referring to, but it sounds a lot like the general principles we learn for diversity training. Even if diversity training is not your goal, the principles of inclusion may help you anyway. The prin…
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Another Forum member had a similar question (see thread in this same subject group), the charges are different, but the answer is probably still similar. Generally, you could consider terminating based on an attendance policy, or terminating, pendin…
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From what I know, to obtain domestic partnership benefits in California, same-sex couples must file a Declaration of Domestic Partnership with the Secretary of State. The info on the registry is at http://www.ss.ca.gov/dpregistry/. Per the Secretary…
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In addition to what BKate has said, I would make a formal, written request that the former employee return all equipment by a certain date to the company (name a person or department). This, assuming that there was a clear understanding that the equ…
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Unfortunately, under the OSH Act, OSHA may propose penalties of up to $7,000 for other-than-serious violations, but is not required to seek any penalty for them. And - in many instances, OSHA does not. If OSHA determines that there is a "knowing, de…
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The answer may hinge on whether the employee is considered to be disabled under the federal ADA or state disability statute. If she is, she may be entitled to additional (unpaid) leave or possibly even light duty as a reasonable accommodation. If sh…