durasupreme
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[font size="1" color="#FF0000"]LAST EDITED ON 10-13-05 AT 07:25AM (CST)[/font][br][br]Ditto Larry's comments about this wonderful land of 10,000 "whatevers". Our drug policy is written around the state statute which says you cannot term after the f…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-20-05 AT 02:06PM (CST)[/font][br][br]Do you have an Employers Association or something similar near you? They may provide on-site training programs, and our experience has been very positive in worki…
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We provide a sign-language interpreter at company-mandated training, benefit meetings (annually) and year-end plant meetings. Information I received from a MN state agency said, "for mandatory training, it is the employer's responsibility to provid…
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You may need to check your state laws - in Minnesota if the drug test is required by the employer, the employer is responsible for the cost, regardless of the outcome, positive or negative.
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We have a cell phone use policy, and also a cameras and recording equipment policy. The latter includes video recording equipment, audio recording equipment, and cameras of any kind.
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We're also a manufacturing facility in MN. We put our Post-Accident policy in place 1/1/03. MN law is pretty specific in the er's and ee's rights. Do you have a copy? If not, you can get the information at [url]www.revisor.leg.state.mn.us/stats/…
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A few years ago an investigator with the INS came to our site to provide some training on what to look for in recognizing potentially invalid documents. What an eye opener! He had samples of "bad" Resident Alien and Social Security cards, and gave…
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I only verify dates of employment and position held over the phone. I only verify wage information if I have the signed authorization of the employee (or former employee). Most places will be more than happy to fax you the ee's authorization for r…
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Thanks for the responses. Don D - the Mfg. Dir. is involved because the 2nd Shift Manager copies him on all correspondence to me related to ee issues. My integrity and intelligence are constantly put to the test by the Mfg. Dir., in part because h…
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Sorry - I was using the initials MD as a shortcut for Manufacturing Director!
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A few years back an investigator with the INS clarified for us that the form cannot be completed before the first day of employment, meaning the first day they are on the payroll. I believe the I-9 instructions state the forms "must be completed at…
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Could you send me a copy of your form also? Thank you! [email]sharon.bargel@durasupreme.com[/email] fax: 320-543-3310
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We're also in MN - our policy states that carryover of accrued but unused vacation is limited to the amount that can be accrued in the prior year, and vacation accured in one year MUST BE USED prior to your anniversary date of the following year. T…
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We have a general handbook with all the policies, etc. that is given to ALL employees. Because there are some additional perks for the administrative non-exempt and exempt employees we have a small handbook addendum that is given only to those empl…
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We'll be hosting an on-site clinic next month. Our medical insurance carrier covers the cost of the shot for our employees, even if they do not have their coverage through us (prevention program). Shots are administered by a vendor that is contract…
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Worked in Human Resources-related positions 23-1/2 years for only 2 employers. No college training - learned and grew with the positions.
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The ESGR (Employer Support of the Guard and Reserve) website has detailed and very helpful information. Go to: [url]www.esgr.org/faqemployers.html[/url]. We had questions on this topic just recently and found the answers to our questions on the we…
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No other paid leave is available.