hrbanker
About
- Username
- hrbanker
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
As a bank with 150 employees, we give 5 days paid leave for immediate family (parent, step-parent, spouse, child), 3 days for 'second tier' (grandparent, in-law, other household member) and 1 day for aunt/uncle, cousin or any other relationship. We…
-
My husband's school reduced pay to make up for the 'catch-up' week. They are all on contract and no one complained. We have 27 pays in 2004 and will pay the extra. We will put a footnote in the annual report to explain why the CEO's pay exceede…
-
My employer pays for both my national SHRM membership and local SHRM dues. Our watchdog in accounting does ask how the dual membership benefits the organization.
-
In Ohio you can make deductions from final pay for company property if the employee had previously agreed in writing that the deductions could be made. Then the deductions cannot take the employee below minimum wage for regular hours worked and any…
-
Who handles the payroll and salary admin for your company? There should be salary surveys available that show average compensation for your area and business. I chart the wages/salaries paid by my company with the industry average, including every…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-22-04 AT 07:41AM (CST)[/font][br][br]Check out the new Health Savings Accounts. With the high deductibe, the employee can save $$ pre-tax to cover medical expenses. This could work to their advantag…
-
We used to have asset based fees. The fee was tiered to the assets in the fund. The more money in the fund, the lower the rate. The company we are currently with charges a per-account fee and extra charges for loans, payouts, etc. Our total fees…
-
I've found that the HMO & PPO rates are very close. Differences: the HMO is more limited in where service is provided and some of our employees would have to travel 30 minutes to a network doctor. The PPO allows us to go to anyone in their na…
-
Before switching companies, have you tried negotiating a lower rate? Every year our health insurance provider gives us a HIGH increase and I tell them what the company can afford. They are always willing to work with me. We have gone from a high …
-
We've been with another company for about 10 years. Every year I price AFLAC in comparison to the company we are with. Their products are very similar, but AFLAC is always just a little bit more expensive. I am considering switching to them ne…
-
Thanks for your suggestion. It would require some administration to only cover those without other insurance, requesting verification from spouse's employer. Also, we would have to have a tie-breaker, such as using the birthday rule if both compan…
-
Wonder if all the HR mangers could form a very LARGE group... We'd sure have buying power!
-
In my workplace, informing the team that one person had HIV would just set up a guessing game as to who was infected. And there may be others that are HIV positive that you don't know about. There are also other types of transmittable diseases lik…
-
The person in this position operates computer equipment and prepares documents that have to be sent on to a government office. There are strict timelines on when the documents must be there and we have a regular courier service pick it up. There…
-
Thanks for the input. I couldn't find anything on the timing of FMLA, but thought I might have missed it. At least I have lots of notice to get a replacement.
-
The surgery is scheduled for that time frame. I didn't consider the assistance from her kids. That's a good point. They are teenagers. I've never had any leave scheduled so far ahead before. Thanks for your comments.
-
Our holiday policy specifically states that employees on leaves of absence are not eligible to receive holiday pay. Leaves of absence would be an absence of two weeks or longer, but that's not specified in that policy. Even the most carefully craf…
-
An employee can't be made to take more leave than required (Sec 825.309 DOL Final FMLA Regs). If the doctor certified that she can return to work on that date, and the employee has notified you of the return date, in my opinion you have to let her …
-
Every job has performance standards. If you would expect the average inspector to miss one item in 1,000 and your current inspector doesn't miss anything, then reward him/her for excellence on the job. I'm a firm believer in rewards. Too many m…
-
We are being acquired by another organization. They offer retention for critical positions. In spite of that, we have had employees walk away from up to 6 months of pay for a full time position elsewhere. Just be prepared for some of your most im…
-
I agree. Give them both a severe warning ...documented in their files. She is shirking her job duties and he is, at the least, interfering with the work flow of another employee.
-
Good luck! In banking, it's 1 HR FTE for each 100 employees. When you get to 150, if you are very fortunate, you can have a part time assistant.
-
I had the same thing happen to me. ..Ex employee didn't want certified mail from the business because we were sending him notices of legal action against him. His wife called me in a tizzy because she thought I hadn't sent the information out. I …
-
When someone is leaving voluntarily, they usually will tell their co-workers and give some notice. When we terminate someone, they are GONE. I put the same message out about everyone, which is the same as Don's message... Susie is no longer an e…
-
Do you have a progressive discipline policy? I would give him a written warning about his behavior (have him sign it). Make it clear that the company WILL NOT tolerate any angry outbursts or any type of violent behavior. Any future occurance will…
-
This manager's twin works for us. It was not an HR problem until employees started leaving. We did a termination analysis and her department had 100% turnover in 8 months. By then, we had exit interview information that pointed out a consistantly…
-
Crout, you are correct. The instructions on the I-9 have been rewritten to make it clear that they must be kept on all current employees. Several years ago, the form stated that they had to be kept 3 years.
-
This is probably why Workers Comp group rates have taken such a jump. The bureau was doing so well keeping costs in line and we had really nice group discounts. With rulings like this, it's no wonder they're losing money.
-
I'm in agreement with Cheryl S. We get a PEER report that does not list credit score, age or other personal information that we are not allowed to consider before hire. If someone I want to hire has bad credit, I call them and ask... why is this o…
-
I feel your pain. Our CEO is a FABULOUS person. He's caring and intelligent and all the things one wants in a boss... and on the RARE occassions when he loses his temper, it's always in my office! I guess HR is the all around 'listening agent' in…