heather1027
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Here is a report that I found of a study back in 2004 resented by SHRM but completed by salary.com, what do you think? In addition to this, there were on average 10 paid holidays. Years of Service Average # of Paid Vacation Days 1 9 2 …
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I was also interested in knowing what other companies use as the accrual based on years of service provided.
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TX - that's funny! They are crazy! We are trying to manage businesses here; by meeting customer deadlines, shipping dates, production schedules, inventory controls, manpower requirements and the like. This cloudy back-n-forth regs are ridiculous…
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Hello Nikki, We need to know the state in which these furloughs will be happening to determine the state regs on notification and such. The feds look at hours actually worked. Here is your projected workweeks: Monday Tuesday Wednesday …
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i was hoping to get a response sooner but i had to look into some state regs for forloughs, but i must say that some type of action needs to be taken ASAP! we can go back and forth for days but what i'm worried about is your fmla designation time f…
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There are some competing interests here. I’m a detailed girl that likes to be surrounded by facts and I don’t feel I understand enough to offer my two cents, so I’m going offer my thought process instead. Let’s step back and take a broader look at…
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FMLA can be confusing to anyone even the pros! FMLA has six different ways to qualify for a Serious Health Condition (SHC) assuming they are approved for FMLA in the first place (worked year, 1250 hours and 50+ EEs). Hopefully this can shed some l…
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Link below can be found at http://www.stateovertimelaw.us/California.html California State Minimum Wage and Overtime Law Resource Page The minimum wage for the state of California is set at $6.75 per hour based on an 8 hour day, 40 hour …
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I'm wondering what goal (s)he is trying to affect. Is this to threaten the remaining staff to increase performance because there is lower productivity as a result of layoff, terms etc? If this is the desired result, I'd do my homework and have lea…
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I see that you have been given some info on the ADA so I'm not going to comment on that aspect, and also I don't feel it's your biggest concern at this point. As you stated, you are "kinda" new even though you have been there for 3 1/2 years and in …
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There are several things going on here that I can see. Let me try to make sense of this. These are rhetorical questions, so there is no need for an answer to all of them, please. 1. What is your level of authority or your network of supporte…
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The FLSA does not require payment to EEs for time NOT worked; therefore these benefits are a matter of agreement between the ER and the EE with the language in the handbook being the determining factor. Most handbooks define terms that the EE must …
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Although I strongly believe in being fair, consistent and allowing EEs to have a very active role; I also equally believe in the ER maintaining the authority to conduct business in a manner which focuses on the highest standards of quality, efficien…
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Terminate seems extreme under any circumstances, regardless of regulations, with respect to this employee's situation! If your company’s culture is one so unforgiving even during the birth of a child for an employee (which is a wonderful event), th…
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[quote user="TXHRGuy"][quote user="heather1027"] If I may join with an additional question or twist to what you actually have found that works best, as IT HR has already done. My new current company is lacking job descriptions, an established perf…
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If I may join with an additional question or twist to what you actually have found that works best, as IT HR has already done. My new current company is lacking job descriptions, an established performance evaluation system and (really) just about …
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I forgot to suggest that you check out a great informational site on WC which also has info for each state as well as a great forum just like this one (but remember no forum site is as great as this one!!!). It's at www.workerscompensationinsurance…
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This may sound controversial but here goes; I believe in a perfect world HR professionals are to “eliminate” risks in employment decisions, however, as we all know we are not in a perfect world especially with the current economic conditions that ar…
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Hello, This is Heather and I haven't been on this site in a few years ... ... has anyone been sending you the spreadsheet or do I need to send it out? Thanks, Heather
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Hey Cappy, thanks for the compliment on the other post and I wouldn't mine seeing what you have. Do you still have my email? [:)]
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I’m glad to assist with this matter as it is very important in establishing inter-office communications and behaviors which is the underlying driver of performance, EE satisfaction and the team’s ability to achieve the company’s overall goals and ob…
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Absolutely you want to welcome them back from a full recovery from whatever condition or situation that prevented them from working. As a good faith employer that shows concern and respect for EVERY employee; this sets the tone of how we as a compa…
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Hello HR Lady, Please allow me to explain the intent of my recommendations of consideration. First: The employee in question is being assessed for layoff by the layoff formula that is standard company-wide. I have been brought in on the leading …
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I can understand your concern with regard to this matter, as they are very tricky. Having a full understanding of your companies culture (relationship between EEs and ER), your leaderships teams approach to dealing with EES (especially those on WC)…
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Hello, Thanks for the input with this issue. Ultimately, I contacted ADA and they directed me to the EEOC. The EEOC informed me that once the EE starts, the ER can only ask if the ER needs medical documentation to support an accommodation or if th…
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Ok, looking at: § 1630.14 Medical examinations and inquiries specifically permitted. it states in section c: (c) Examination of employees. A covered entity may require a medical examination (and/or inquiry) of an employee that is job-related …
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Thank you so much for the information!
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Hello Bike 1, I'm unable to send it to you because I don't have an email address. Thanks, Heather
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As I indicated, I created this spreadsheet based on the needs, policies and processes of my current company. I have created several tracking systems for different companies; each of which was entirely different but it served the company's interests…
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Hello Everyone, I don't mind sharing with you. I will get it over to you tomorrow while at work. Remember I have the attendance tracking system (on the daily mgt tab) set for our policy so you will have to change formulas to get it to prompt you …