AJ SPHR
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- AJ SPHR
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Not sure that I know what you're asking. We don't have any policy for this, but simply keep all confidential employee information confidential (e.g. in locked cabinets). This includes any copies of enrollment/change forms, employment applications, c…
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We purchased an AED but did not create a policy. Instead, we contracted with the vendor to provide training to employee volunteers and posted the names and contact info next to the AED. We then added a bullet to our Emergency Procedures policy refer…
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Because she's right. If she weren't planning a vacation to the same location, you would pay for her travel to and from the location and probably one or two hotel nights.
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I'd call it a regular work week, pay for the travel and not pay her or charge her any vacation time. I'm assuming the work will take the entire week. If not, then I would only pay regular work wages for the days she's working and charge vacation for…
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A question for HR Hat - if you have the handbook online, why do you hand out copies? We have our handbook online and give the location of it and acknowledgement form to new hires on the day they start. We stopped making any paper copies so that we'r…
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If we're being brutally honest, I think one item that's missing is the ability to to become a trusted and valued confidante to the top dog. In some situations you end being covered by the top dog's umbrella of power simply being in that kind of posi…
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HIPAA was intended to provide protection to patients whose PHI is shared between physician offices, hospitals, and other covered entities (including health insurers) via electronic format. The notice to patients is to tell them that some material ma…
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By the way, HIPAA wouldn't apply to this situation. In some companies, this would be a fine thing to do, simply notifying that someone is out for a period of time. I would verify with the employee that he/she is comfortable with that (often times t…
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Sorry, I may be the dissenting opinion here, but I don't think there is truly a darn thing you can do about this that will get the reviews done both on time AND have them be meaningful without the edict coming from the CEO's mouth. I spent a lot of …
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Back to your original question - I would stay out of it because you've only heard one side of the story and don't really know what the facts are. If I am asked for advice outside of work on HR issues, I may give the person the legal facts but I alwa…
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Absolutely agree with Java - an external third party should compile and collate the data. I believe it's the only way you'll get honest feedback from employees, when they know the responses won't be individualized and seen by internal folk as coming…
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Yikes! Sorry to hear this. Sounds like you have a tough situation without being able to have a customized program. Good luck with working with the state - hope you're able to resolve it.
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The only comment I want to make is that even if you institute the payback provision, you haven't dealt with the real reasons that employees are leaving. So, I'm not sure which is better: * high turnover or * lower turnover but disgruntled employees …
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Ok - I thought this training was about a process used in mfg companies to diagose the problem and come up with solutions. Anyone else remember that from the 90's? You drew a diagram like a fish with a line down the middle (horizontal) and then angle…
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Have you given thought to signing up with an executive coach? This could be someone who works one-on-one with the manager, after meeting with that manager's boss to determine issues and anticipated outcomes from one-on-one coaching. The executive co…
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Yep, I would.
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I'm still not sure that I would find this kind of survey valuable. I don't see the need to know these kinds of things but maybe I'm just not able to figure out how I could apply the survey results to my day-to-day life. From your clarification it s…
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I'm not sure that I completely understand your purpose, so my comments are based on that lack of understanding. Looking at your list of questions, I didn't find anything that I cared to know. I'm assuming the results will be a general statistical a…
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Ok, I feel dense x:-8 but I don't know what an I-9 verification is. We do verify authorization to work in US by obtaining the appropriate documents and completing and storing the I-9, but I haven't ever gone beyond this. However, I've also never hir…
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We don't have a policy that addresses this, but in our experience we have had employees attend funerals for co-workers who lost a close relative and haven't required them to use vacation time. Typically it's no longer than an hour two, and we're an …
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We ask our internal applicants to submit a resume for consideration of an internally posted opening. The resume requirement means that they must spend some time updating their old resume and put some effort into "selling" themselves. I never conside…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-20-05 AT 12:44PM (CST)[/font][br][br]I've never heard of it and have never had to account for my whereabouts due to OSHA. However, I don't know anything about Texas and perhaps it's something specific…
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I would think the same as you, but our parents tell me that the schools around here will accept almost anything from the parent to excuse the kid from school. In fact, employees have taken their kids out of school for trips to Florida and other plac…
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We've participated the last 3 years. We don't require any kind of consent form or permission form. Some of the schools require the kid to write a report or provide a completed interview form (the kid interviews an employee) to "prove" they were ther…
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I believe the only way to get a manager to change is for that manager's manager to make it important. If the manager's boss doesn't really care, then the manager won't care (I'm referring only to legal but annoying behavior). If I have an employee…
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Go back to the broker and insurance company and tell them you screwed up. You missed it in the summary sheet and therefore didn't blatantly communicate it during open enrollment period to employees. As a result, you have an employee in the situation…
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Not sure if I should include the following info since it's about a seminar available through a different organization, but thought it might be helpful for KD13. There are strict legal requirements as to what must be included in SPD's and who should …
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I agree that it sounds right to address the complaint, but I wouldn't have gone so far as to call in the police department. Is the employee's work area a shared desk/bench? If not, then have the manager meet with all employees and firmly remind them…
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I agree with TN HR. I can't believe this situation is being given this amount of attention! Fingerprints? Unbelieveable! How would you prove if someone else who touched it wasn't just moving it?? And the other item was an empty sardine can?? That's …
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Sure, I will forward it to both of you. Just be aware that it's specific to my employer's hiring process which could greatly differ from yours. But perhaps it will at least give you a starting point.