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[font size="1" color="#FF0000"]LAST EDITED ON 01-29-04 AT 02:34PM (CST)[/font][br][br]Hey Lori- We have a much higher percentage of males than you, 27%, probably because we are an after-school care program and hire alot of college students for part-…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-28-04 AT 02:30PM (CST)[/font][br][br]Unless required by your internal policies, an employment contract or a CBA, Texas does not have a statute requiring the employee be allowed access to their file. C…
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Beagle - We used to have access to HRComply. I used the helpline a couple of times. Good response. I had an attorney within my state return my call the next day and talked with me for 7-8 minutes and gave me several options. No bill from the attorne…
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Glad to have helped!
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[font size="1" color="#FF0000"]LAST EDITED ON 01-23-04 AT 04:49PM (CST)[/font][br][br]In a workshop I attended on writing P&P they addressed this and mentioned one item you might find interesting. They recommended having your online handbook cle…
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We keep 6 years as well. RE: the worker's comp records - if they involve a bloodborne pathogen exposure I think they have to be kept 30 years!
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Thanks Denise. We have been having trouble with external email - I just got a email saying I had a message on this post. I haven't received anything from you. Would you mind sending again? Tks,Barbara
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Thanks Don. I guess I'll have to do some research. I am working this from an article our controller gave me from our accounting software firm. The article states "While the new law largely impacts onl publicly traded companies, some sectios do affec…
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Thanks Beckie. Email is [email]hr1@saum.org[/email] FYI - number 1 not letter l.
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Being from Texas, I wouldn't do it that way - it is illegal! It sounds like they have twisted things a bit. It is often not realized that if a non-exempt employee is on salary, that covers the regular rate of pay for all hours worked in the week - y…
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Don, I understand what you are saying and we don't keep unsolicited resumes either. We recently advertised for two social work positions and received a slew of resumes of which only a fraction were contacted. How should I track the statistics for …
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As far as your concern about getting blamed later, I would email your boss with an outline of how he wants you to handle situations and ask for him to verify that is the scope of your responsibility in discipline, etc. Then keep several copies of h…
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I seem to recall when I went through an OFCCP audit with another employer, we were required to have the 5-in-1 posted in a place where it could be seen by all applicants. We had it framed and posted that week and placed in our lobby where applicants…
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I agree with mwild - job sharing or at least job education. Last year I had all employees draw names of another employee and withing the following month, they had to spend time with that employee and get to know them and their job better. A little b…
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While still probably not the completely legal method, you might stop the direct deposit and then just mail the check to his home.
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I think maybe part of it is that from those two departments we want "immediate response", especially IT. If I have a three day turnaround on a request from purchasing or HR I might be okay, but dangit...I want my computer fixed this afternoon and n…
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I believe OSHA's general duty clause requires annual fire drills. If your centers are licensed by a state agency, they might have a requirement also.
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I would type a statement saying the "use it or lose it" policy is waived in this situation and place it in his file. I wouldn't penalize him for being hurt on the job and I wouldn't want him to see it as a form of retaliation for being out on comp.
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mwild, Are you saying that if when you spoke to the employee and they denied ever saying anything, then you would drop it? My concern is that the employee might not tell the truth for several reasons. Fear their job is somehow jeopardized, or more …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-03 AT 03:24PM (CST)[/font][br][br]We work with children and that info might come in handy. Could you please fax to me at 210-431-6470. Tks, Barbara Or email to [email]hr1@saum.org[/email]
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We also require the employee to be at work or on paid leave the week of the holiday. A previous employer took it one step further. If you called in sick the day after a holiday, you got paid, but both days were charged to your sick leave balance - a…
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What shocked me last year was being in the restroom of a fast food restaurant last year. A woman had her two children in the next stall. As they were leaving I heard her say "don't touch that!" - and sure enough they left without even flushing the t…
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Make sure that your acknowledgement form contains a statement to the effect that any printed copy of a policy is considered obsolete as soon as it is printed. You might want to consider this statement on the log-in page to the SOP manual, or a pop-u…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-17-03 AT 05:14PM (CST)[/font][br][br]We don't reimburse our employees for any mileage from home to their first destination, or from their last destination to home. We would only reimburse from the fi…
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I think I would go with Ms. Sylvia or Ms. "Jones", whichever you prefer. You don't want the use of the title Minister to in any way imply to employees or customers that her capacity in the organization is as a minister or counselor!
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According to SHRM and current HR textbooks, there are six or seven core competencies. These are the general areas tested for on the PHR exam. They are: HR Planning and Analysis Equal Employment Opportunity Staffing HR Development Compensation and B…
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I just have to share a funny story. Last Wednesday evening at choir practice we were going through Christmas music and the Asst. Director was talking and reviewing music. The word Hosanna was separated on two pages and in the midst of her talk said …
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The Fair Credit Reporting Act requires that notice be on a separate piece of paper. So if it is just a question on you application, it would not meet the requirements of the law. Also, if you use that information and take any adverse employment dec…
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Many large law firms have an internal HR person. I think that is who Emily is trying to reach. FYI, Don, I know a man named Emily. He is retired from the Air Force and a fine gentleman.
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We currently use Option 1 - sort of. The employees pay a percentage of salary for their own coverage, but pay the full premium for dependent coverage. We are a non-profit and cannot pay for dependent coverage. Why not try the percentage of salary f…