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Dan - what do you mean you allow employees to opt out if they have other coverage? How do you force an employee to elect coverage? While we don't pay employees who waive coverage, I think it is a morale builder of an idea.
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Very good article. Our directors have talked about ways to bring spirituality into the workplace. I like the doctor's statement in the article about the difference between being guided by your beliefs and ethics and prosetylizing in the workplace. O…
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We had a risk/loss control survey done in February and one recommendation was to get a personal reference from a family member! - which is the one personal reference I never wanted. It was relevant to our client base and I have immplemented the reco…
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Thank you all for the prompt replies. I met with our Executive Director and Controller on Friday afternoon and we decided that our desire is to make accommodations when we can as long as the impact is limited and the chance for "aggravation" is low.…
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I don't know that, but that is why we pay everyone according to the name on their SS card. If they are married and never changed it, too bad, we set them up under their maiden name. We don't have mismatches due to that reason at least.
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I would probably call the previous HR department and verify the employment as a formality - cross my T so to speak. That way there is no chance you can be accused of having "remembered" incorrectly.
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Rain or Shine - HR's here for you! You could give out little penlights for your other giveaway.
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We pay full time employees up to 10 days per year. They are allowed to keep the per diem check they receive from the court.
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We use introductory period also. However another good alternative might be "waiting period" if your benefits are tied to the 90 days like ours are. At the end of the waiting period you will be evaluated on the appropriateness of continued employmen…
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I instruct supervisors to use the actual date of termination, not the last day worked. In my mind they are two separate dates. If someone calls in today and says they aren't returning from LOA, today is the day they resigned. We have a two day, no …
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I believe the Amish are opposed to having their pictures taken. Back in Pennsylvania, you hear it frequently. When you see pictures of Amish people, it is usually their back or from a distance. I agree your security procedures take precedence, but…
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Doesn't make sense because I'm sure they already know how old she is. Mcreosote said her employer, not potential employer, so they would already have her age from her I-9, etc.
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Paul - will you please post that link. It sounds like a good source of information. Thanks!
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Lori, Being in the same industry as you, we don't expect much from online sources either, due to the entry level of the jobs. However, we do post on our website and get occasional replies. Good Luck, Barbara
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Shadowfax - The only change that I am aware of affects internal investigations of employee misconduct. For brief info check this link. [url]http://www.barran.com/pdf/alert137.pdf[/url] This article specifically mentions that pre-employment backgro…
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Do a search on this - maybe under students. When ray did this last year he posted and there were some great ideas shared.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-09-04 AT 03:09PM (CST)[/font][br][br]I doubt it would be a comp claim. We had an employee strongly reacting to the NCR carbon paper of our timesheets. A claim was submitted and denied. Explanation was…
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The receptionist reports to me which I don't mind. But arranging for coverage is a real pain in the ***! We had two part-time people and one left. Due to budget issues, we were also cutting a few peoples hours each week. We let three of them pick up…
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I would continue to do them. A lot of what is asked in our exit interview is not relevant to termination issues and I might still get relevant info. Such as: was your job what you expected after interviewing and training? Was the training adequate? …
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I believe this is a state regulated issue - whether or not accrued vacation/PTO has to be paid. So, check your state regulations and see whether you can do it. That is why we have maintained separate balances.
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We require all employees to get their TB before they begin work for us. We provide childcare and it is state mandated. We do not pay for it. It is my understanding we can require them to get it. We do train them and pay for their time to become firs…
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One thing I do and instruct our supervisors to do may be useful. If someone gets off track in an interview (could be used on phone as well) especially if they volunteer "protected" information, I go on record and say something like "We only use job …
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You can check with a company called Complink. They provide full service COBRA assistance. The number is 888-442-6272.
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Kennedy, Ditto what FHR said. We have a great program here in TX called OSHCON, through the TX W/C commission. It is free and a tremendous resource. There are 3 Gainesvilles in TX so I don't know what major city you are close to. This is the San Ant…
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Our handbook has the same statement that JM in ATL's has. Visitors in the workplace should be limited, etc. However, we have had children brought in occasionally for various reasons. In anticipation of the issue last year during spring break I sent …
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I agree with cthr that internal applicants deserve more info. I wouldn't tell them anyone else's test scores, but I would let them know how they scored and what would be required. "This position requires a minimum typing speed of 55 and you tested …
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I also give them a copy of the employee handbook and have them sign off on understanding that they will be held to the same policies & procedures during their internship. They also sign our Code of Ethics which addresses confidentiality.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-30-04 AT 09:40AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 01-30-04 AT 09:38 AM (CST)[/font] No harm! Although my feathers were briefly ruffled they are calmed down now. x:-) …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-29-04 AT 04:48PM (CST)[/font][br][br]Not hardly. Sorry I didn't give more info. I specifically say address that it is inappropriate and will lead to disciplinary action. I also tell them how totally w…
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I start our sexual harassment training by asking who feels they know what it is and isn't. Most say they do. Then I give them a "test." I give everyone a sheet with different scenarios on it and ask them to answer the questions that we are all going…