VanEngen
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- VanEngen
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Once again, you need to look at your policies to see if you give any exceptions. As far as the law is concerned though, if they take a full day off they can be told to take a vacation day. Last week I worked 41 hours and had an 8 hour vacation day. …
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I suggest mailing to all individuals covered because you, as the employer, do not know their home situation. A covered family member could have moved away and have a forwarding address that won't get noticed if the employee still lives at the curren…
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I just looked to see if there were any Florida laws regarding allowing employees access to their personnel files. I didn't see any. (There really are so few Florida statutes regarding HR law.) My feeling on letting employees look at their record…
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Do you have a copy of the physical form and/or questionnaire that the temp agency uses now? The form that Betty sent to me was a form that you would use for each position that you have where you would evaluate what actions were essential job functi…
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My e-mail address is [email]tvanengen@fchcinc.org[/email] I appreciate any help you can give me!
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[font size="1" color="#FF0000"]LAST EDITED ON 03-28-03 AT 09:07AM (CST)[/font][p]Retracted
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This church should be having all employees and volunteers that work with children (Sunday School Teachers/Nursery workers, etc.) sign something regarding child abuse. I worked for a church for a short time and while I was there I helped type someth…
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Thank you for the Book ideas. Does anyone have any employee surveys that they would like to share? Tammy Jo
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Section 125 issues only come into play if the employee is paying their portion of the premium "pre-tax". Otherwise the employee should be able to take dependants off at any time with no qualifying event issues. If there is no divorce or legal se…
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I got goosebumps and tears. This HR thing can be so hard some times. We always seem to be in the middle. In the end it is a very rewarding profession though. Don, thank you for sharing with us (reminding us) that we can make a big difference i…
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We're a medium (160 empl)non-profit and we reimburse at $.31/mile. It's been this rate for at least 5 years. No change in sight.
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You should file your I-9s separately for a couple of reasons...one is so that INS can not look at the rest of the personnel file. The other is because having the I-9 in the personnel file can be seen as being a discriminatory kind of document. I w…
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I think you answered your own question. The position requires good attendance (don't they all?) and the ex-employee does not have that quality. It just happens that you know it first hand and don't have to call anyone else for a reference. Tamm…
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I always tell my employees in orientation, "We will investigate all claims of harassement. That means that even if you ask us not to contact the person that they feel is harassing/intimidating them, we will have to investigate, or at the very least…
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That is how I felt when I received the resumes back asking me to sent "thanks-but-no-thanks" letters. We don't have any qualified female applicants yet. The successful candidate must speak Spanish too (that IS a BFOQ). I just need some back up to…
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Don't file them together. Depending on what state you're in, you probably need to keep those files longer than you have to keep personnel records.
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We have two separate forms. One is the exit interview where the employee answers questions about the good and the bad of their jobs/the company/their supervisor, etc. The exit interview form is kept separate from the personnel file. The exit inte…
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If I remember correctly from my time in New Hampshire, the papers that you will need come from the school of the student (the counselor's office). You will need to find out what to do in the case of an out of state student. I am here in Florida no…