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The manual is posted on a common drive on our server. At the end of the book, after the index, there is a table listing various HR forms & policies, most of which are Word or Excel files. Alongside the file name is an icon which links the refere…
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I just rewrote our company handbook. It is set up just the way you described (electronic format with few hardcopies, and links to files, forms, & web sites). I used MS Word. So far feedback from our employees & supervisory staff has been po…
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I am planning to write such a book this year as well. My game plan is to start with a list of all HR topics a supervisor needs to be involved in, such as compensation, employee relations, professional development, progressive discipline, and so fort…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-14-01 AT 12:23PM (CST)[/font][p]We use actual hours worked + paid time that is NOT employee discretionary, such as jury duty, military leave, & company holidays. Voluntary leave, including sick, …
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My advice is simple: with exempt employees, focus on performance. You pay them to perform a job, and you expect certain performance outcomes. Theoretically, if the person is not present for a significant amount of time, then he or she will not be …
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I am so glad there is interest! I'd like to see the items noted in the previous posts, along with a brief job description, and basic educational & skill requirements, and years of experience required. That'll make it easier to compare apples t…
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I use surveys compiled annually by: 1) The Hay Group 2) CBIA (CT Business & Industry Association) -- most states probably have an organization like it 3) Government stats (previous posts mention them) 4) Industry organizations and affiliatio…
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If it's a written agreement, specifying the 36 hour work schedule and the provision of compensatory time for working over 36, you are could be stuck. I have a few employees who are salaried and work fewer than full time scheduled hours. Our agreemen…
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We've been using AFLAC for the past year and it's worked out well. Be VERY CAREFULL in selecting your sales rep, however. They give the term "hard sell" a whole new meaning. It's wise to sit in on all of the employee presentations to make sure th…
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We have 73 employees (65 full time). Employees with single coverage pay 20%, and employees with EE + 1 and Family coverage pay 40%. Our goal is to bring all employees to a 25% contribution rate. We'll probably get there within another 2 to 3 year…
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We used to have a policy like that, Mike. It's been a while, but as I recall employees were required to use vacation in at least half day increments, and they were required to take at least five consecutive business days off per calendar year. The…
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For our medical & dental insurance we use a broker. She researches products available, solicites bids, and makes recommendations regarding the best package to purchase. The service is free because she collects a sales commission from the carrier…
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I agree. Even if there were some sort of liability, I would ignore it and not hire. Can you imagine the liability if you went ahead & hired him and he committed a crime in a customer's home?
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I think it would be foolish not to become familiar with Thai laws, since your company will be held accountable for following them. I don't think you'll be able to win many points with a Thai judge by saying "but we didn't know that was illegal Your…
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I suggest you review your company's alcohol and substance abuse/use policy, and make sure it communicates the company's position, definition of "company property" and the consequences for violating the policy. I'd also have each employee who uses t…
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Sounds like trouble to me. I recommend addressing her performance directly. If she's not able to perform the job to the standards set (per the job description) even with reasonable accommodations, then you are free to let her go. Her age should b…
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Down the Middle makes an excellent point about the legality & union issue. But looking at it from a common sense prospective, I think it is innappropriate for a CEO to issue a communication of this sort to employees. I'd be concerned that empl…
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We have an evaluation similar to yours (we're an insurance company), except ours is about 4 pages and covers 9 topics. An important part of our evaluation is a personal/professional development plan for the employee that includes goals, objectives,…
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I agree with Down the Middle. While it may not constitute sexual harassment, the accused (& possibly the accuser) are not behaving appropriately. More serious problems may arise if you are not proactive in addressing the behavior exhibited by t…
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I agree with the two previous responses. I've been down that road many a time, and have learned that if it walks like a duck, and quacks like a duck, it's probably a duck. However, catching him drinking on the job, and later proving it in court ca…
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Ditch him, Mimi!
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Check out [url]www.skillcheck.com[/url]. They offer a variety of testing products, which are easy to administer and inexpensive.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-29-01 AT 08:06AM (CST)[/font][p]How about this? The company President had me issue a communication to all employees to remind them of our policy not to employ family members in the same department or…
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I agree with the previous posts. Absolutely you should be straightforward with the terminated employee and give her a chance to respond. If I can play devil's advocate for a moment, can you be absolutely sure that your manager who conducted the in…
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I agree with Paul. Best to keep it simple. Otherwise you could wind up with a 20 pound handbook, with policies for bombs, angry spouses, false fire alarms, you name it...
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My company also provides the full allotment at the beginning of the calendar year rather than making employees accrue it as they go. Our written policy states that at termination they will be paid any vacation time that was actually earned but not u…
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Any other suggestions? I have one manager saying, as the previous respondent states, that the correct turnover formula is the average terminations divided by average number employed monthly, which puts us at a healthy (but understated, I think)1.7%.…