kockler
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Good point - that's exactly what we do - make them sign each time they go negative. Guess I wasn't very clear about that so thanks for pointing that out HRforME, it's a key point!
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In our policy, we state that the only way someone is allowed to go negative in their PTO bank (use it before it's earned) is if it is approved by the owner and a contract is signed stating they must pay it back if their employment is terminated prio…
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Just curious, does Ceridian have the capability of us running several different company's payroll separately? We process payrolls for many different companies, including doing taxes, but we're looking for new software that offers web-based capabili…
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We are a small firm, and made the transition to PTO January 1. The biggest improvement we've discovered is a huge drop in calling in sick. Granted, we're only 4 months into it, but typically sick days have been higher in the first quarter of previ…
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Thanks for sharing these - it's sad, but comical that people actually file these claims and find an attorney to represent them! I think my favorite was Currier v. postmaster - the nerve of that employer - actually expecting a paid employee to WORK …
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We accrue in a similar fashion, which is easy since we are a small company. At the beginning of the anniversary month for which the benefit raises, they start accruing the new number of hours. For example, an employee who has been with us for 4 ye…
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Yes, it does. She should be paid for all hours that she is working. If you allow her to come in early, take short lunches, etc., you need to pay her for them.
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I would agree with 4653583. We have used National Seminars/Rockhurst University many times and gotten tremendous results!
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I had an employee a few years back that was in this situation with her significant other - here's what we did: Allowed her to work a flexible schedule in order to go to court; also when she went to the doctor and got an RO. Gave her EAP information…
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These are GREAT ideas! I really like the employee-to-employee nominations and the themed potlucks! We're an accounting firm, so we're heading into our busiest and most stressful period and I think these ideas will be great morale boosters, especia…
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We have the same policy - which is in our handbook. If you call in sick the day before or after a holiday, you don't get holiday pay.
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We are a small accounting firm and have a rather generic privacy policy. It applies to all employees: Employees are expected to make use of Company facilities only for the business purposes of the Company. Accordingly, materials that appear on c…
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We disable email accounts immediately for terminated employees. It might be debatable if you're violating any privacy practices, despite the fact that it's company email. Do you have a privacy policy that states the employee should expect no priva…
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I think you also need to consider the history with this employee. Has he been at the company a long time and is a good worker? If he's just down on his luck right now for health reasons, don't you want to make every accommodation possible to help …
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Great advice sowelljames! I would totally agree with what you said. We all need to keep in mind that this military manager's ways are not necessarily wrong, just maybe not appropriate in your office setting. I see both sides - for employees that …
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I only used the term "older generation" because that's what HE calls himself, and admits that he's not too keen on some of the newer perks being offered to people. I was certainly not trying to offend anyone or be sterotypical. Thanks for all the s…
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I totally agree with the previous posts - investigate, and the sooner the better! The worst thing you could do for yourself and your company is delay the investigation or ignore the complaint completely!
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We have a very small office - our birthday celebrations consist of everyone signing a card, and then we order in lunch from the birthday person's choice of restaurant. Since we're so small, the company pays for lunch.
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You are right about the restaurant chain - and the restaurant lost. The ruling stated that you did not have to be female to serve food, so men were allowed to apply. The restaurant, however, made the man wear the same skimpy "uniform" that the fem…
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I would agree that it's a waste, except in 1 instance - what if you hire an employee initially in a position that doesn't warrant a check, and later the employee moves into a position that does warrant one? Just something to maybe keep in mind for …
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We have a rollover limit of 2 X the annual entitlement of PTO. Anything over that amount rolls into Supplemental Sick Leave - which is leave that requires medical certification for illnesses over 1 week - it can't be used to call in sick.
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Here's our PTO schedule - this includes vacation and sick: 1 year 80 hours 2 years through 5 years 120 hours 6 years 128 hours …
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Using dhall111's example above, what if an exempt employee has exhausted all their PTO, but is short 3 hours of work one week. At that point the employer can dock the paycheck, correct? We don't have that situation currently, but I know an employe…
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It's my understanding that any "comp" time would be up to an individual employer's policy. Your employer doesn't have to offer comp time for any time worked over 40 hours/week, but they can offer it if that's their policy.
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Here's the policy we decided on for our new PTO plan, including carryover. We are also implementing a supplement sick leave bank to avoid too much PTO accrual in one year. Completed Years of Employment: Paid Time Off: 1 year …
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At my previous company, which was very large, we had picnics where beer and wine were provided. Surprisingly, we never had an issue with someone getting out of hand, even though there were hundreds of guests. We also provided taxi service and did …