AJ SPHR
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- AJ SPHR
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I think we in HR tend to manage and administer programs by trying to consider all remote possibilities and build the guidelines around it, rather than being able to apply common sense and develop guidelines geared towards the 95% of employees who un…
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If you post your email address, I can send you what I use. I have a form for business and one for personal checks.
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No, we don't do a CORI check - not sure what that is? And to the other poster, thanks for the recommendation but I believe we need to check the status on this list prior to hiring, just as we have to do on any vendors and policyholders, prior to d…
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Is there anything different in the letter she gave to the general office manager that wasn't stated in the 2 letters you already have in her file? If not, why do you need yet another copy of the same letter in the file that basically states she's re…
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p.s. - hey I just noticed that my total number of posts went over 100 today!:DD Uh, I think that's a good thing and not an indication that I'm starting to spend far too much time here ...x:-8
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I would do as others suggested - prepare memo to give to employee, but also explain to them verbally what happened and give them a day or two to notify us over what period of time they'd like to pay the amount back and get their signature. To those…
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In addition to all the good advice, one thing I wonder about is if some of the deterioration in paying attention to safety rules is a reaction to the recent layoffs. It may be an indicator of general morale problems that can happen after a layoff, s…
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Just sent you what we created last year.
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I agree with the poster who keeps them separate and then purges them. I don't keep interview notes or comments in the HR file - too subjective and I believe it becomes an official part of the record if they're stored there and could be subject to su…
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Ok, this may be out of line, but I have to say that I could never work for a company that does that kind of strict monitoring. I totally agree with the decisions on the job seeker and the porn-site-surfer, but especially in a non-production type env…
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To those who do background checks only after the offer is made, do you at least do basic reference checks before the offer is made? Not sure what the difference between "background" and "reference" checks, but am assuming that background checks coul…
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I don't have responsibility for Administrative Services (which is responsible for the facilities) so if someone complains about restrooms or refrigerators or smell in the lunchroom, I tell them to talk to Admin Svcs - it's not my responsibility. Som…
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Same as Mushroom, we do not have separate maternity leave policy, but offer Short Term Disability (up to 26 weeks if disabled) that runs concurrent with FMLA. We do allow intermittant FMLA and part-time FMLA for returning mother. We normally allow 6…
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Since he wants you gone and you want to be gone, why not negotiate a separation package. Tell him you know he has lost confidence in you, and that you are searching for other opportunities but are restricted due to working full time (or something li…
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I didn't read your first post, so I don't know what kind of position you're recruiting for, but I always conduct telephone screens (or the manager conducts the telephone screens) as a way to "weed out" those whose qualifications don't meet requireme…
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As others have echoed, look at state laws. We investigated this possibility in PA but were told we could only require mandatory D.D. for new hires; couldn't mandate that current employees switch to D.D.
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In the company I work for, executives are the officers of the company - they are the President and VP's, were nominated and confirmed by the Board and are listed in our annual report as Officers/Executives. I agree with others about title inflation…
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Hi Christine, It's not just "sticking to policies", in fact in this case my answer isn't based on a policy per se as much as it is having the employee taking responsibility. Too often they lean on HR to hand=hold them and it's too easy to fall into …
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I would have put the responsibility on the employee. We don't allow employees to return from a medical leave of absence without a release to return to work from their health care provider. It's not our responsibility to obtain the release, but the e…
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You're right, we do have a Verification of Employment policy that states the following, and would probably provide good defense in this kind of scenario. Thanks, mwild! "Employees who receive requests to provide employment verifications or reference…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-09-04 AT 01:58PM (CST)[/font][br][br]Don, what a scenario! I'm curious, though, as to what policies you could reference to keep him out? This isn't a sarcastic question, I was just thinking through th…
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Yes, I believe you're right about the 3-day period. I still say you should put the responsibility on him to produce valid documents to show he can work in the U.S. Give him the list of acceptable items and tell him to get you something that you can …
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One thing you could do is require the employee to go to the state office responsible for driver's licenses and get an official letter from someone stating that the paper he has is valid as a subsitute for driver's license - basically require them to…
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Smoking is a not a protected activity. I worked for a company that had a distribution center that prohibited smoking on its entire property, including the parking lot so that employees couldn't go out to their cars at lunch and smoke. You could ban …
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Ok, maybe "violent" was too strong a term, but I just love that phrase! BTW, plants can be violent, haven't you ever heard of the Venus Flytrap?x:-/
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I just stumbled on to the very long thread and found it to be: * informative * containing divergent opinions, but all based on business experiences and strategies * inclusive of potential employment legislation that might necessitate more formal res…
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This may not be an option for you, but several years ago I put on a health fair for employees and we held it on a Saturday. That way the whole family could come. We had the vendors for open enrollment in attendence to provide literature on benefit p…
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Agree with Cinderella's post - not a federal requirement, but a company policy or practice. I worked a company that had many plant locations. Kronos was implemented as an automated, computerized timekeeping system to track time for all non-exempt em…
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I worked for a large mfg company and we started a scanning/imaging project in late 90's. All terminated employee files have been scanned and all new hires' files are scanned and the Records department (within HR - not a separate organization) is res…
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I know this post is a couple of days old, but Don D - just wanted to say thank you for correcting the HIPAA misconception. That it is NOT a violation to wish a pregnant employee well, but that HIPAA was enacted to protect privacy of electronic trans…