Cxjo
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Another southernism I have learned since moving to the south... most women are given an honorific title, i.e. "Miss" Betty, "Miss" Susan, "Miss" Amanda" etc I get called "Miss" at work, in the store after writing a check, by the neighbors.. every…
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very interesting -- I recently moved to Louisiana from Wisconsin. All the things that Louisianians tout as making them unique are things I find "odd" (OK - sometimes I just don't plain like some of them!) -- and all my "Wisconsinisms" just float ov…
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My grandma passed away this past February at the age of 89. Among some of the items I have from her, there are numerous Christmas decorations (ornaments from Germany that my great-grandma got in 1910 or so; decorations from the 30's when she and gr…
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No way would I take a picture of an applicant. The over 40/minority/individual with a visible disability could just come back to haunt you by saying "they refused to hire me and I it's because they took my picture and the hiring manager looked at i…
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I've also received pics of people in their military outfits (to alert me they are veteran's perhaps??) and one with a guy, his wife, his 2.5 kids, and the dog -- all in front of the house with the white picket fence!
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"INCLUDE SALARY HISTORY/REQUIREMENTS" If we think you want too much money then we wont even consider you
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My company recently went to this as an option for employees; we set it up through Bank of America; it's called the Visa Cash Pay card. Employees who have been unable to open bank accounts on their own (due to poor histories, etc) have been able to …
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If an employee is using the Advance Earned Income Credit (Form W-5) from the IRS, THAT needs to be completed each and every year they want it. The EIC does not carry over from year to year.
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You can always do something that is more generous than the law; i.e. you could, as an organization, choose to include holiday pay in the OT calculations for the week. (Depending on the size of your company this could be a very expensive proposition…
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Not only do you NOT have to give paid breaks, you do not have to provide lunch breaks for any employee over 18 years og age. (that's federal law -- check with your state dept of labor if there is a state law covering this) That being said, from an…
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This type of thing just gives me the shivers. (and not in a good way) I have worked for several very caring, non-profit and spiritually based organizations and at both entities we had a benevolent fund. One was called the "Sunshine Club" and the ot…
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remember that the documents presented must be originals - your Alabama office should NOT accept faxed or copied documents to satisfy I-9 requirements. (the only acceptable "copy" is a certified copy of a birth certificate)
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very pertinent topic to an issue I have just walked into with my new employer. In the past, the site I am at was maintaining applications, having temps sign off on company policies and in essence, running them through the HR orientation minus the b…
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I DID have his cousin working for us!! Her reason for an absence was "vociferous flatulence" (and I am giving a direct quote there) I wasn't even sure what vociferous meant, but I think it meant "an abundant amount"
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Perhaps to REALLY rub some salt in the wounds you can tell Engineer #1 that you will henceforth be changing YOUR title to "HR Engineer"
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Wow -- let's let HR become the food-police and health-monitor huh? I think if the powers-that-be want to institute a company-wide wellness program (ie pay for pounds lost or smoking cessation, etc) then that's a better plan. That type of program a…
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I'll take that wager -- and raise you $5. And after getting a pretty good feel for the kind of company this apparently is, and the type of management there -- I HOPE she sues and I HOPE she wins. And one of the best things that could come out of t…
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This brings back some painful memories for me -- the absolute WORST job I ever took (by month 3 I was looking for another job and when I got one by month 5 I was out of there!) was at a family-run business. We had 80 employees, it had been around f…
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The danger inherent in your scenario is jumping right out at everyone on this board. Exempt employees should not be tracking their time worked for purposes of computing "overtime" or "comp time". Doing so implies they are non-exempt and destroys t…
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In regards to question 2 -- if they are non-exempt, they are non-exempt. That status (NE) is determined by the job they do, not by how they are paid (by salary). They are required to receive overtime over 40 hours worked. You should consider th…
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in the event that you are referring to your company specific policies; the only "required" posting of a company-specific policy that I am aware of is if you are a government contractor; then you need to post your AA policy statement where employees …
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The MRO will contact the employee first because there may be questions of a personal/privacy nature they have to clarify, ie. regarding prescription drugs that have turned up in the sample. The employee will have to provide proof that they are his/…
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I once joined an organization with a very similar issue; excessive turnover especially within the first several months. As suggested, one of the things we immediately began to do was a more accurate "job preview" -- physically walking applicants th…
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Don is right on -- it is NO hayride. And I once had a job with responsibilities for approximately 200 employees (5% of our workforce -- we were a highly specialized research/medical org) on a variety of visas -- J1, H1B, TN,.... etc. In addition t…
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The spouse of an H1B visa holder will not receive any work authorization. The only way the spouse can get this is to get an employer-sponsored visa on their own (ie an H1B for their own specialty occupation or a J1 etc etc). This is often an issue…
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ok -- I'm not crazy -- I found some verification of what I've been doing: OSHAs Standard on Access to Employee Exposure and Medical Records (29 CFR 1910.1020) requires that these records be available to employees, their designated representatives …
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For the life of me I can't remember where I read this/found it -- but I have done this for some time now -- and that is retaining medical records for thirty years (including worker's comp and OSHA). I know I didn't make it up - honestly! I saw it …
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I did the PHR first (about 7 years ago) and then did the SPHR after that. I was certified with both the first time I sat through them. I didn't attend any classes or study-groups or anything, but I did spend some time beforehand reading through re…
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first question to answer is "is this employee currently authorized to work in the US?" (if you discovered something inaccurate on their I-9 as originally filled out, I would say that is reasons enough to re-verify) You are not obligated to sponsor …
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Check your state laws for any particulars with timelines of notice that may apply. This appears to be the time where your organization will set policy/procedures and precedence for severance packages. Whatever policy you develop now is one that ma…