Betty I_O
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- Betty I_O
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I've e-mailed you our Telecommuting agreement and policy.
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Our Employee of the Month Program was launched several years ago as a result of requests and suggestions from employees for such a program to recognize exemplary performance. Each month, two employees are recognized for their achievements and contr…
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I think all of us have been in situations where some Managers have the "just get them in here/don't care how/need 'em NOW/make an exception/warm-body syndrome" . . . Why "buy" yourself a potential problem by bringing someone on board before you are …
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Although we do not have a written policy, family members not permitted in the employee's work area. That includes spouse, children, etc. If they need to see/meet the employee during work hours, they can call ahead and meet them in the lobby or Ca…
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Nicole: Check your e-mail; sent you a copy of our Tuition Policy.
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There are no Federal laws requiring exra pay for second or third shift work. However, it is an accepted practice in many industries to pay a premium for second and third shift. Do you have an existing policy re pay differentials for shift work?…
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We use ADP in some of our subsidiaries. The top executives in those groups have been set up with ADP in a separate account, so that none of their info appears on the regular reports that are generated for other employees in those subsidiaries. The…
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Since this psychologist is the only one in this category, it should not present a problem and you will be paying it as income. However, do you plan to just give him the bonus each week/month, or will it be tied to timely submission of his client co…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-28-04 AT 10:42AM (CST)[/font][br][br]If only supervisors are privy to the rules, how could you expect employees to comply? How would you be able to discipline them for repeated offenses?
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If applicable, those who have the maximum withheld for 403(b) or 457(b) plans might exceed the allowable annual contribution limit.
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We also have a 4% salary increase budget.
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We require 500 hours of employment.
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We give a "general increase" once a year to all employees who are performing at a satisfactory level. Employees in their first 90 days of employment, those on warning, or those whose performance is not satisfactory do not receive an increase. An…
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(1) DAY LABORER- The term `day laborer' means an individual who contracts for employment with a day labor service agency. (2) DAY LABOR- The term `day labor' means labor or employment that is occasional or irregular for which an individual is emplo…
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Got these from a couple of my HR contacts in manufacturing(Springfield, MA area): $.40 for second shift and $.50 for third shift - paper manufacturing operation -Massachusetts (Western part of State) and Connecticut $.37 for second shift and $.45 …
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Employee pay-all supplemental insurance offered by an employer may have tax consequences. If the cost of an employee's insurance is less than the cost in the IRS Uniform Premiums table, the difference will be taxable income for the employee.
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We use "acting" pay for the situation you describe, which has worked well for us. We typically give a salary increase of 5% to 8% if the employee is within the salary range for the new position (or to the minimum for that position if they are not i…
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There are statutes of limitations, so you should check your own State laws before proceeding with what is being proposed by your controller. The way we handle uncashed payroll checks is if a paycheck remains uncashed (after notification to the emp…
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We also use per diem employees, who do not have scheduled hours but are called as needed. They have the right to refuse work when offered, but have to maintain a recorded minimun of 24 hours per month. (If an employee is called three times, and t…
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We do not have STD, and pay applies only to what the employees receives in a paycheck (can be sick, holiday, and vacation) through our payroll department. Our LTD kicks in at the 91st day of disability. No vacation payout occurs once LTD starts; …
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Since our accruals are based on hours paid, employees on leave continue to accrue vacation, holiday, and personal time only for the period of time they are with pay.
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IRS does allow for automatic enrollment unless the employee chooses not to do so. Notice must be give to each employee that the deferral will take effect and when it will be activated. The notice must be given at the time of hire, when the provisio…
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We routinely do this each year. Our medical and dental renewals occur on April 1, but that also is the date of our general salary increase for non-exempt employees. We delay the change in employee cost sharing until October 1 of each year. (We do…
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This may violate the owner's responsibility as a fiduciary of the plan. You should consult an ERISA attorney.
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Marriage counseling would be covered in our plan if the provider meets certain criteria. In order to qualify for payment, the provider must be a licensed independent clinical social worker (LICSW), psychologist (PhD), psychiatrist (MD), or licensed …
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We received renewal info (fully insured plans) for one of our affiliated organization. It was 16% for one plan (HMO), and 14% for the other (PPO). We lucked out on dental, though--that was only 8%! We have heard that some companies in this are…
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Our employees are able to get free formula though one of our vendors. Perhaps a gift certificate to a local grocery store could be included in your package?
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We pay 88% of the employee premium and 78% of the family premium for medical insurance.
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Friday for both (for departments that operate on a Monday through Friday schedule).
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Managers and above receive four weeks and certain professional positions (prevailing industry practice), three; everyone else has two weeks. Vacation time for all employees, including the managerial and professional types,is accrued weekly; vacati…