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MS HR

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  • terminate "for cause", i.e., failure to follow orders. Unemployment should deny her benefit claims when "for cause" is the reason for termination.
    in Fallout from Violent Employee Comment by MS HR April 2003
  • I agree with Sally, except if part of the grant process is to monitor its application then it would involve program development so combining the fund raising with implementation would cause me to have the person report to the executive director. Ju…
    in Who should a Grant Coordinator report to? Comment by MS HR April 2003
  • I believe AIT training equates to active duty for USERRA purposes. Go to the ESGR.com website and all the rules are spelled out there as well as a 1-800 number for personal questions.
    in USERRA Comment by MS HR February 2003
  • In many places, the amount of unpaid leave affects their seniority date which could be very vital if a layoff comes. In addition, FMLA leave might be unpaid which you would want to track. There are many reasons why I would track it.
    in Tracking unpaid leave Comment by MS HR February 2003
  • i would think separate files for each entity (copies could suffice), just simply because if there's a worker's comp issue or lawsuit of some type, the individual entity would be sued and the documents in possession of that entity might be necessary …
    in personnel files Comment by MS HR February 2003
  • You're incorrect by thinking you have to continue her benefits. The military will pick up her health insurance after 30 days so you can drop her but reinstate her next year without any waiting period. The web site the previous poster mention is exc…
    in Military leave Comment by MS HR February 2003
  • The federal government uses pretty specific job descriptions but if there is a "generic" one for certain positions, like clerk, they number them XXXX.1 XXXX.2 etc. so that each employee has a specific job description numbered to them. No on your…
    in Job Descriptions Comment by MS HR February 2003
  • Don't do it! As other posters say, they are "fishing".
    in FORMER EMPLOYEE ACCESS TO FILE Comment by MS HR February 2003
  • Don, I agree. What I am saying is that you can't make a person exempt simply because he has a two year degree.
    in DOL Ruling Comment by MS HR February 2003
  • I'd have to agree with Gillian in that a 2 year degree wouldn't make for an exempt employee based on the professional exemption.
    in DOL Ruling Comment by MS HR February 2003
  • social security numbers are very sensitive and should be kept only by authorized officials (h.r., for example)and even then only for official purposes. Should one of the temps find out her ss number is not being kept properly, the company and indiv…
    in need help with co-employment Comment by MS HR January 2003
  • Margaret, I would love to receive a copy, too. [email]jchromy@ci.gulfport.ms.us[/email] thanks,
    in Travel Policy/Guidelines Comment by MS HR January 2003
  • PAhr: Time to look out for your personal behind and get your personal attorney involved now on a confidential basis. You may not need him later, but if you do, you will be more than thankful for retaining him now. Looking out for the company is ad…
    in Sticky situation Comment by MS HR January 2003
  • Much will depend on the actual dollars that are expended in the plans you offer. Seriously, you may want to get a local personnel law attorney to advise you as the consequences could have a significant financial impact on your organization. Just a…
    in HIPAA Privacy - HELP Comment by MS HR January 2003
  • You are probably legally ok, but please learn from my experience that USERRA is very pro-military service and you might be better off erring on the side of the employee. Whenever in doubt, I found that commanding officers were more than happy to ver…
    in Misuse of USERRA? Comment by MS HR January 2003