Ruskanen
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If you are confident about what you put in a personnel file, a lawyer may look at it, see your documentation, and decide they don't have a case against the company.
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The company that Balloonman was referring to was Western Forms, in Kansas City, Missouri. They share their welders during their slow season with other companies in the city and it has worked out really well for them. Their website is [url]www.wester…
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We have an answer to that too. "We only do employment verification by fax. Would you like our fax number?" Then they pretend to write it down, and very rarely do they send the fax. Works for us.
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All phone calls to our production employees, or for anyone the receptionist doesn't recognize are forwarded to HR. We have our rehearsed response, "If that person is an employee here we have a company policy that states we can only pass through pers…
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Check out this link: [url]http://www.hrhero.com/cgi-bin/employersforum/employersforum.cgi?az=show_thread&om=1278&forum=DCForumID14&archive=yes[/url] It sounds like you found a resolution to your problem. We had the same situation here. …
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Since our hourly employees are paid for the previous week worked, we have sometimes given them a manual check for the hours they have worked in the current week. But, it sometimes seems that the employees that need the advance will cause you more pr…
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Sometimes when I'm nice to people and tell them, "if we're interested, we'll call you" they keep coming back. But when I tell them the truth, very bluntly, they're happy and they stop coming back. For example, "we are not going to hire you because y…
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We use the last four numbers of the SSN in our payroll and time keeping system and we've never had any problems with it. Sometimes if there are two people with the same four numbers, we have to assign a number. You could call the Social Security A…
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Is the employee salary or hourly? If hourly, do you have an attendance policy in place? It seems this employee would exceed even the most generous attendance policy. Also, you might want to consider some "No call, No show" language in your attendanc…
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[url]http://www.hrhero.com/employersforum/DCForumID14/1155.html[/url] Read this related posting of questions. Maybe it will help you resolve your dilemma.
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What is EPLI? I'm not sure I have one of those.
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How do your employees know how much time they have available? What happens if an employee requests and takes a paid day off, and they had already used up all their paid time? Do the supervisors verify how much each employee has available before appr…
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It sounds like a problem in the department. We too have 4 10 hour days and our employees love it. In our busy season we work the Fridays and they get a lot of overtime. They do get their appointments done on Fridays, and sometimes they even request …
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You could type up a statement above the signature that says something about, "I sign to confirm that I have been informed of the change in policy." And, maybe explain to them that not signing does not make them exempt from following the policy. Wh…
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We started doing verifications by fax only, because of a time issue. We were always interrupting our work to look up information on the computer. Sometimes you get a signature from the employee, sometimes you don't. And, then you have the documentat…
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If it is something that would make you think that the person really is NOT suited for the job (or if you end up with someone else's paperwork), you could question the "pass" judgement. If not, it might be good information for the supervisors to know…
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We get all the information and I find it useful. Sometimes the clinics get busy and make errors. They may say "pass" but if you look you may find a lot of past injuries or medical conditions (arthritis, carpal tunnel, sore joints) that could get agr…
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In a perfect world, this wouldn't be a problem. But, if it weren't for the people that come to this country to look for work, legally or illegally, we wouldn't be able to staff our plant, many buildings wouldn't get built, and prices of fruit and ve…
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This is taken from the following link: http//www.ins.usdoj.gov/graphics/howdoi/faqeev.htm DISCOVERING FALSE DOCUMENTATION False documentation includes documents that are counterfeit or those that belong to someone other than the employee who presen…
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I have never liked the term "smoke break". To me, a non-smoker, it insinuates that smokers get extra breaks that non smokers don't get. Everyone should get "breaks" to do what they want...phone calls, fresh air, a walk down the hallway. Smokers shou…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-19-02 AT 11:24AM (CST)[/font][p]In situations like this I always try to take a step back and ask, "What is the real issue?" Is the problem that the employees are smoking or that they are spending too …
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This afternoon I was making copies of the I-9 and I was reading the list of instructions that comes with the original I-9 forms and it says: "Employers must complete Section 3 when updating and/or reverifying the I-9. Employers must reverify employm…
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To my knowledge, you can not specify which identification a person presents, as long as it satisfies the requirements for the I-9. I don't know if that rule is any different for "re-verifcation".
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Could you separate the two employees that are gossiping based on low productivity? If they are talking too much and not getting their work done, maybe they would be more productive if they were not working together? That would eliminate the opportun…
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We have a no fault attendance policy where hourly employees are allowed 12 points (12 unpaid days) a year for illness, appointments, personal issues, etc. We can't manage their time while they are gone, but we can let them know how much time gone fr…
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Check out my posting on the topic. [url]http://www.hrhero.com/employersforum/DCForumID14/951.html#[/url] We had the same problem and if you don't get the information you need from the postings, you can email me and I'll tell how we handled the situ…
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We took cards at face value at first too, and that's what got us into trouble. Things that look valid might not be. You can call the INS and they will tell you how to spot fake IDs. If you ask, they will even get you a booklet and show you some fake…
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We have offered anything that they were due (i.e. unused vacation time and insurance benefits), and anything that we would have offered to any other employee as a benefit. These are employees that we didn't want to lose and we have nothing against t…
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We could do that but we wanted to save ourselves the time of hiring illegal aliens. I work for a manufacturing plant and most of our applicants are non-citzens. We were told by ADP that we could use this system to screen our applicants before we eve…
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If you don't have clear wording in your policy, you can always weigh the cost of his vacation pay versus the cost of a legal battle if you don't pay it. Then I would recommend that you reword your policy to clarify if benefits still accrue while on …