jpepler
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The employee has requested vacation time, but due to the company's staffing issues has been unable to use the time. I would pay-out the vacation. You're going to create a morale problem if you do not allow employees to use their vacation and then …
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I'm not familiar with the "first 6 months of disability may be subject to FICA tax withholding" clause your prospective carrier is referring to, but I would suggest you ask them to provide you with documentation which explains the rule. Rather than…
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I agree with the others. You can't discipline someone for something that was beyond their control. If she had an office that locked, a desk that locked or a strong box and failed to secure the money then issue a warning. However, you can't issu…
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My question is -- "Why would you want to do this"? Is it strictly a money issue? Having 100+ employees warrants a seasoned HR professional on sight. What would you be saving $20,000 - $30,000 annually (agency fee vs. HR professional's salary)? O…
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You state that you can't divulge the fact that more cuts are coming. I wouldn't recommend saying anything to the employees if you can't be honest with them. If you assure them that all is okay and them drop the axe again, you've lost all credibili…
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I agree with Don D, Pork & Ritaanz. Forget about the money. I can't imagine the person would return if you preface the recall offer with "oh by the way, you're going to have to pay back the severance money you received". If she's an asset to …
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The companies must have liked you if they brought you back for more than one meeting. I think the hardest part of job seeking is getting the initial interview. Once you get the phone call that they're interested, the face-to-face meetings are for …
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We did the same as "LFernandes" for the summer. Manufacturing personnel worked Monday - Thursday. 1st shift 6:00a - 4:00p; 2nd shift worked 4:00p. - 2:00a. (Their normal hours were 7:00a. - 3:00p. and 3:00p. - 11:00p.) We found efficiencies to be…
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I don't think you need to revise your entire employee handbook. I would issue a revised dress code policy. I had a female employee who wore white stretch pants with a thong. The tongues were wagging that day. I had the pleasure of having to sit …
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I work in Massachusetts. It is my understanding that if a benefit is "earned", the employee needs to be paid any unused time when they terminated. Our company's vacation policy states that all vacation time allowed in a plan year must be used be…
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I would recommend changing your cell phone policy stating the phone is for business use only or permit XX minutes or $$ amount for personal use per month. If the personal calls exceed this amount, the balance is the individuals responsibility t…
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It sounds like the company wants you to perform magic, but hasn't given you the authority to do so. How can you make changes within the HR department if you don't know what the problems are. I would demand to know why the other HR people were term…
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If his regular work schedule includes these weekend days then it should be considered an unpaid leave. If the days he's required to serve fall on his scheduled day(s) off, it does not effect the company. I would not get into giving him extra day…
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Unfortunately, I believe that's the price of doing business and there's no way to avoid it. You might want to tighten up your applicant screening process. One option that may be available to you is to "payroll" these individuals through an employm…
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We reimburse at .365/mile. We were at .31/mile earlier this year, but I convinced our president to increase the rate to the IRS rate.
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I think the problem is in your wording . . . "if you accept another position". It doesn't say anything about being offered another position and accepting/denying. Based on your post, it doesn't appear you address the subject of being offered a com…
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This is an interesting questions and one I've never really thought about. We have a "gentlemen's agreement" with a couple of our neighboring companies -- they don't RECRUIT our employees from us and we won't do it to them. However, I would consi…
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I'm assuming you're a staffing agency. Your agency's obligation is to your clients. If the individual you're leasing is not meeting the expectations of your client, you have no alternative but to remove her. I would have the supervisor at the cur…
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We require a doctor's note if the employee is out of work for more than 3 days. We don't ask for specifics, just a note stating the employee is able to return to work. Three days or less - no note required. (Sometimes employees provide more detai…
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I would terminate her immediately for breaching the residents' confidence and jeapordizing their safety. I would not mention the "borrowing" of company property. Even though it's annoying and disrespectful, I wouldn't include it in the disciplinar…
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I just recieved a newsletter from our local employers' association that has some information on this subject. You can call the SSA's Employer Helpline at (800) 772-6270 to verify up to 5 names and SS #'s while you wait. You need to have your compa…
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I began conducting background checks on all applicants that I extend a job offer to. Employment is contingent upon a positive outcome. The background check looks into their previous employment, credit, criminal, educational history. The agency al…