cnghr
About
- Username
- cnghr
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We have a progressive discipline policy. Generally, we follow the same steps, which would be verbal warning, written warning, probation, and finally dismissal, but I think the most important sentence in our progressive discipline policy is this: "th…
-
We have offered on-site flu shot clinics as part of our wellness plan for many years now. We have had private clinics come in, and also a large supermarket chain whose pharmacy offers the shots. We are currently using a private clinic. Immunizations…
-
[quote=mhaney;725657]Our current authorization also has that same language in it but this employee has been here 11 years and our old form did not - they are looking into all of the other that you suggested but just requested that we run a credit r…
-
The release form we have our employees sign upon hire that authorizes all of the background & credit checks states "I hereby grant ([I]employer) [/I]at any time during my application for employment [U]or during the course of my employment[/U], a…
-
Click on "New Posts" after you log on and it will display only things that have been posted to since you last logged on. That's how I avoid re-reading threads/posts.
-
As far as I know, you have to follow the same Fair Credit Reporting Act rules for denial of employment based on credit history as you do for denying a loan based on credit history.I've only done it once, but we had to send out a first letter before …
-
So far it hasn't been crucial to my career to have that certification and I didn't want to put myself through the test, which I've heard from a number of people can be really tough, so I've never taken it. What you said about "the SHRM way" remind…
-
To me, it doesn't seem necessary to have an actual policy. Like sonny said, maybe just procedures with a checklist they could use to make sure they've covered all the bases when somebody leaves. Here in HR we have our own checklist when somebody …
-
Actually, when I think about it, we are already only getting about six hours of work out of of a lot of our employees who are getting paid for 8-hour days! O:)
-
Although in most states a voluntary quit would prevent them from getting unemployment, if they've given you notice and you let them go right away then it may be considered an involuntary termination, in which case they could conceivably receive unem…
-
Here's the confidentiality agreement we use: [FONT=Calibri][COLOR=#000000]CONFIDENTIALITY STATEMENT[/COLOR][/FONT] [FONT=Calibri][COLOR=#000000]____________________ and its customers are entitled to the absolute assurance that all confidential inf…
-
"And because I'm nosy...are they married? If not, that would open a whole different can of worms for me." Same here, which is why we would want some kind of proof that the marriage occurred. Lying in order to get FML or be able to use sick time in…
-
That's what I would do.
-
Under the circumstances, I don't think I'd wait for him to turn in his resignation, I'd just tell him he was done today anyway. I don't see the point in waiting for him to resign if what he did is a terminable offense to begin with.
-
Our policy is very similar: [COLOR=#000000][I]Employees who wish to take time off due to the death of an immediate family member should notify their supervisor immediately. [/I][/COLOR] [COLOR=#000000][I]Up to 3 days of paid bereavement leave wi…
-
I agree. I can't imagine telling an employee that they have to abide by that sort of "dress code" when it involves a religious holiday that they may not celebrate.
-
I agree with Sharon. Our employees tend to share (and sometimes overshare) about these things so generally everyone pretty much knows what's going on with the employees in their own department, but I always advise caution. You never know where conce…
-
Wow! Who knew coffee-making could be a covert operation?! One of the reasons I don't drink coffee very often is because my parents were of the "if it isn't pitch black and doesn't melt the bowl off a spoon, it isn't real coffee" mindset. Theirs w…
-
A good place to start would be to go to [URL="http://www.dol.gov"]www.dol.gov[/URL] and look at the rules governing the FLSA and exempt employees. I don't believe there's anything in the law that says you [U]can't[/U] ask your exempt employees to…
-
The FMLA definition of "spouse" is as follows: Spouse: Spouse means a husband or wife as defined or recognized under state law for purposes of marriage in the state where the employee resides, including "common law" marriage and same-sex marriage. (…
-
We do the same, employees can take off whatever time of year they like, based upon supervisor's approval, and the time must be approved in advance. Some of our departments have everyone choose the time they want at the beginning of the year so they …
-
Maybe put it up for a vote? Tell everybody you know they've enjoyed all the employee appreciation activities you've done over the years and make a list of all of them and ask them to vote for their favorite that they'd like to do again this year. …
-
Wow, you do have a very generous PTO plan, Nae. We think of ours as being very generous and I guess it is compared to some, but yours truly is. Our vacation, sick, and other types of PTO are separate and are based on calendar year, rather than a m…
-
You say your boss feels the company shouldn't be penalized for bad weather, but it's okay to penalize the employees for bad weather? I understand that they are allowed to use PTO so their paychecks remain whole for that particular period, but then w…
-
I can't remember the last time we closed any of our offices due to bad weather, but our policy states that "when operations are officially closed due to emergency conditions, including severe weather, the time off from scheduled work will be paid."
-
Overall, I think the actual diversity of our workforce here is pretty good. In a way, it kind of makes me laugh when they talk about "minority and women inclusion" because our workforce has always been predominantly women (or anyhow for the last 60 …
-
We are a commercial bank, not a credit union, but we fall under the same proposed rules regarding the diversity section of the Dodd-Frank Act. Since the job of "diversity officer" is going to fall squarely in my lap, I am currently collecting inform…
-
I'd say not only is it time for naps, it's time for somebody to be put in the corner for a nice long time out!:D We've had coffee drama of our own in the past. The corporate headquarters' offices orders coffee from a local coffee roaster, for our …
-
As long as I knew an employee was having surgery while on vacation, I would require a doctor's release upon her return. We would also require that any available sick time be used for a medical leave before vacation time could be used.
-
We have had this occur a couple of times. Once the parent has passed away, FMLA no longer applies and you would offer bereavement leave (if you allow for that) or some other kind of personal leave. We offer 3 days bereavement leave and we let our em…