AnneLa
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- AnneLa
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Don, that's exactly what I do. I also try and attend department managers meetings every now and then, and I'm sure to ask the most recent "guest" to recount their tale to the rest of the group. It really does work........
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I have started to "invite" the Managers and/or Supervisors to unemployemnt hearings with me. I get then all juiced up and nervous. After their first hearing, they learn the what's and why's ........you'd be surprised at how much good documentation…
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Don't forget to contact your local credit union too. They offer excellent customer service and will do the actual employee enrollment for you..........
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I also have a newly revised handbook ordered late last year with a 1991 date!
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Thank you for the information. It has certainly given me a starting point.
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In this case, since no one is truly "sick", we would allow employees to use any accrued vacation time or personal time that they might have. We require employees reserve "sick" time for sickness that affects either themselves or an immediate family…
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Thank you all VERY much!
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I'd check with any state regulations that may apply. Also, several states govern the access that employees may have to their files which include applications, references, etc.
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Non-exempt................
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We also do the same. We do not allow the option of an unpaid day.
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Hi Deidre, We also have originators on commission who may term with a pipeline.... We do allow them to collect commission on these cases as they close, but charge a 20% processing/admin. fee based on the commission rate. This is typed into the mo…
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It might help to make your employees aware of what the salary increase percentage is for your state or regional area. Educate them about the reality of the situation, and it should aleviate some headaches for you.
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What if an exempt person has used all of their PTO bank? Can the sick day be docked as unpaid sick time?
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We pay our commissions on a monthly basis - the first week of the month for the previous month's commissions.
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ADP allows you the capability of posting messages on employee checks. You could post the actual pay period in that message area. (For example: all part-time employees are being paid for the payperiod 02-01-03 to 02-07-03.)
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Helena, Thank you from all of us..................
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Helena............... Me too please ............ (401) 729-5783. Thanks so much! Anne
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Try Employee Benefits Communciations, Inc. at (800) 507- 3355. I have used them in the past and found their product very impressive. Our employees truly had no idea just how much additional non-cash compensation we provided to them. The folks at …
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All of our loan officers are non-exempt - they follow our guidelines and have no or very little room for individual decision making.
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Rockie, Belive it or not, we do have a local dry cleaner who comes into our Main office twice per week to "pick-up and drop off" for our employees convenience. I'm trying to figure out how to have milk & bread available so employees don'aahve …
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I guess that puts me into the weird category too. We have payroll in HR - nnad I LIKE it that way.............
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We only count actual physical hours worked as "hours worked". Holiday, vacation, sick, etc. is not counted.
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We do the same..................
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This is going to sound corny, but we used a "sock it away" campaign and gave away a new pair of gym socks when someone new enrolled. Honestly, we got a lot of good PR out of that one ..........plus a lot of chuckles....
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Yes - if they term within 12 months of completing thier class, they have to repay 100% of the tuition reimbursement.
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We allow our employees to use sick time in at least one hour increments and personal time in at least 2 hour increments. It's their choice on what type of time they'd like to use.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-05-04 AT 12:36PM (CST)[/font][br][br]5% in RI - boy am I smiling! I'm sure that next year wew ill expereince a much higher premium.
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We offer a "buy back" plan. If an employee is eligible for family coverage under through their spouse, we will pay them $2,400 per year, paid in arrears on a quarterly basis. If the person is eligible for individual coverage and has it elsewhere, …
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HRQ, I'm in the same boat, this person has always been the broker and I really don't feel that there is a way out........... We'll have to try and be more creative, Fourumites, any suggestions?
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I'm dealing with the same issue here - just about the same number of employees too. It's a tough situation, and our committee can't seem to agree on how to implement the recognition program. We have the problem of some managers recognizing a good …