pammcconnell
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Does your employee handbook address this issue at all? My past employers handbook stated that in the event of a lay off, employees did not have right of recall and that recall would be based on best business practices. I assume that you are not in…
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I would referance Labor Code Section 233 for specifics, becuase I have seen referance to applying this as you would FMLA in regard to illnesses. You can restrict the use of sick time for a spouse, child, parent etc to half of the employees sick time…
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I am not sure about the State of TX rules, but most states follow the Federal Guidlines, so I would be suprised if they did. Do you have a local Trucking Association in your area? I would give them a call to confirm.
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While I agree with HRforME that in this instance it is probably best to let it lay, some HR education for sr partners seems to be needed. While the sr partner did not violate any laws, they did not show good judgment and use a best business practic…
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You should follow the policy as it is written. You of course can change the policy, but I would pay in conjunction to what it says now. I wonder if you have a statement in your policy & procedures or employee handbook that states who can chan…
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Just a quick update...I PASSSED the exam. So glad it is over. Thanks for your well wishes. Now back to the job hunt.
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Thanks IT HR. The situation is tough on everyone right now. I am afarid that it will get worse before it gets better. I am expecting to be out of work until at least the first of the year. I have been able to pick up a contracting posistion, and …
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I will miss your daily postings [:(] I too have not been posting recently as I was laid off at the first of the month. It's becoming scary out there in the market. I'm still on track to take the PHR in December, so maybe I should look at this as …
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[quote user="TXHRGuy"] PamConnel knows driving-specific and OSHA rules very well. I could go on and on about IT and GM as well. In short, there's a good group of people here. Since we don't always agree on the grey area stuff, it's wise to wait …
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My company states that personal cell phones are not allowed unless authorized by the president. We have only 3 employees (out of 51) who use personal cell phones for company business. Myself being one of them. I am not out of the office very ofte…
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[quote user="hr_gmc"] PUBLIC place and is entirely appropriate (no dancing, touching, or other inappropriate behavior that would create an uncomfortable environment), [/quote] I think that is still a bit constricting. Consider the bowling team to …
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Everything I have read says that you can not deduct wages for anything other then for regular deductions, i.e. health care premiums etc, or under a contract that the employee has signed, i.e. a payroll advance. You have to separate the two identiti…
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Our broker approached us with something similar this year. We would purchase a plan that had a $1000 deductible for instance and give the employee a plan that had a $300 deductible. Thus self funding the difference of $700. Since so few people re…
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TXHRGuy, My point was not so much that you legally can't regulate, but rather, you will drive yourself nuts trying to regulate what everyone talks about. Companies for years have had policies about not talking about your compensation, yet we all k…
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Since you have no policy regarding political displays you need to be very careful in asking your ee's to remove them so you don’t look like you are discriminating against one political party for another. Do you supply the hardhats? Do you allow e…
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I don’t see why you would need to run this as part of a new hire background check. Reading the US Dept of Treasury website, there is no specific mention of employers needing to run this kind of check on potential hires. It's my understanding that …
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There is nothing in the DOT reg's that I can think of that requires/allows you to check an applicants background prior to the offer. Best practice is to check only after the offer. There is too much room for a discrimination suit later due to age,…
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You should not ask potential new hires for a driving record as part of the application process. We make hiring contingent on all background checks including their driving record. The information that you need for a DMV check for example, can give …
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I agree with TXHR about getting legal advice on a pre-made book and sub-sectioning the Handbook. I am going to address another issue you brought up, specifically your need for an HR person. I assume that with under 50 employees in multiple states…
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[quote user="HRforME"] We have an online vacation/timeoff schedule that all employees can see. [/quote] We too have an online schedule, but I only post those absences that are requested vacations. The schedule is suppose to be a tool to help sche…
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If the verbal offer was accepted in good faith and the candidate quits her current job and is then notified that the job has gone to someone else, I wonder about the damages aspect of that. She can show in court that she acted in good faith by leav…
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[quote user="TXHRGuy"] The message, however, is simple: if employees start feeling like they're not being included in work-related events because of their religion, they will start seeing that they are being excluded, whether that's true or not. […
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[quote user="hwexler317"] This injured worker does not use an interpreter at work. [/quote] I agree with the previous poster about the requirements for those individuals in need of interpretation and your receiving government funds. The advice ab…
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It may be that your older employees are slower, but you can’t argue that they have over 25 years work experience, and that is something that your newer workers don’t have. The younger workers maybe faster, but what is there error rate, job competen…
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We do the same thing, but will add that if our houlry employees come in before the office closes we pay them a half day's pay for the attempt. This was started because some of our drivers come in so early and the call has not been made yet. We wan…
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Sheila2008, Feel free to contact me off post and I will give you what I can. pmcconnell@dpnicoli.com
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The first thing I would do is call your insurance company and find out what they recommend, because this opens up a whole list of potential issues. When employees drive company vehicles you can require a check of their DMV record at the time of hi…
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Actually it would be yes to the second incident, if he is driving a company owned vehicle. Anytime a DOT driver is driving for you he is subject to the Federal Motor Carrier Safety Regulations. If he was driving a company pick up and collided with…
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If the accident is not DOT reportable then you should not drug test him as a DOT post accident test. Teh DOT looks at the amount of times you report a DOT drug test and may audit you if you have an excessive amount in a certain time period. If teh…
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This site should help you answer all of your questions: http://www.dot.gov/ost/dapc/NEW_DOCS/part40.html?proc You need to post accident test your driver under DOT regulations if he has a DOT recordable accident. You may test him for a post accident …