mstechphr
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Thanks to all of you for a great laugh on this gorgeous Sunday morning!
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Don D - I guess I didn't do a very good job wording my response. What I meant was compromising the applicant's identity with respect to information contained in the background check. I was trying to point out that when you do the background screenin…
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Aimee, it is my understanding of the FCRA that the employer must safeguard the privacy and confidentiality of the person being investigated. Therefore, we were strongly cautioned by legal counsel when implementing this policy to make sure that we ha…
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Don D and Pork are right on the money with this one. IMO this attorney is not acting in your company's best interest. If your company hired him, your company is the client, not the H-holder. This is a time-consuming and very expensive process and yo…
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Our policy is very short but gets the job done: It states simply that we may hire relatives of current employees. However, it is our position to not employ relatives within the same department if at all possible, or to have an employee/relative rep…
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I'll send you one too.
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Both for Christmas 2004 and New Year's we are giving our employee's the option of taking Friday or Monday off, but we will be open for business both days so the manager has to have at least 50% staff on each day.
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Our FT ee's receive 10 days yrs 0-5 (accrued per pay); . 6-10 yrs receive 15 days; 11+ yrs = 20 days. All capped at 2 yrs worth, so they have to start using or no additional accrual. 2 floating holidays (they can choose from a list of 8 different …
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Yes, I was referring to "salaried,exempt". Thank you for clearing that up! Unfortunately, that's what I was afraid you would say. It's so much fun having a business location in California. (not)
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Hatchetman, please bear with me and I truly appreciate you sharing your knowledge with all of us. I understand what you're saying on the federal level. I know we're digressing here from the original discussion but now I'm even more puzzled and want…
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Hatchetman, this discussion intrigues me also. If a company has a bona fide vacation plan and the employee wants to use 2 hours/day of his/her vacation, or 10 hours/week, wouldn't that also be allowable under FLSA without jeopardizing exempt status…
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My experience has also been that EI's are a total waste of time. We make them "optional" for ee's leaving - a form which they can complete if they so desire on their own time. A few have done them but in my many years in HR , not once have I seen…
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For our crew, that IS business casual - it's not shorts! When it's 95 degrees outside, they would rather wear shorts.
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Sparky, this can be done. We had a similar issue a while back and everyone tells the truth here - it is hard to tame the wild ones. But lead gently and they will follow. Last year we amended our dress code such that "business casual" is acceptable …
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We would like to review your items 1-5 as well if you are willing to share. Thank you Gayle! [email]rita@fncinc.com[/email]
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Carey, Could you please resend the doc to me? I did not receive it. [email]rita@fncinc.com[/email] Thanks so much!
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Carey, Could you share a copy of that letter with me also? Thanks! my e-mail is: [email]rita@fncinc.com[/email]
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Wow, thanks to all of you! Your replies have given me some great ideas on how to tailor this issue to our offices. Just as a side note, all of our positions are either clerical or sales (computer/software related.)
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You don't need the ee's marital status for anything other than insurance unless you have a 401K plan, in which case, you would need this information for administrative purposes. Also for life insurance. A married employee can not designate someon…
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I see I've posted this question in the wrong place. Please ignore.
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I agree with Don D on this. You need to keep reminding your managers to forward all reference inquiries to HR and be very specific about the types of information that will be released. We will only verify dates of employment, salary, position he…
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We tie our wage increases to appraisals and spread them out during the year. We used to do them on one date but moved to the month of the anniversary of the ee's hire date. Our managers like this better because they are not faced with doing many a…
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I was given this response late today from another legal source: "In an opinion letter dated August 6, 1998, by the OSC Special Counsel, John Trasvina stated that the employer would not be exposed to discrimination liability if the following questio…
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Don, even if we state in the ad that we "will only consider applicants for employment who are currently eligible to work in the US", that still does not solve my problem. If an applicant is working for another employer on an H-1B, he/she is "techni…
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Sorry about including Tammy's name. You're right, this was my first post and I see my mistake.
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Tammy Binford Editor, M. Lee Smith Publishers H-1B is a non-immigrant classification. check [url]www.bcis.gov[/url] for additional information on classification of alien residents.
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