Cheryl S SPHR
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- Cheryl S SPHR
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Bank here as well -- our compliance department falls under our EVP.
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Nice "new" title!
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[QUOTE=kelros;722610]how do people get these member categories like shocking pink and pantsless? The latter particularly appropriate for this thread. so much more fun than junior. I want a new title please.[/QUOTE] kelros -- I believe you can go i…
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Interesting situation. Are you an employment at will state or does your state require cause? Those are some of the questions I would consider. If I were a parent of those children, I would likely have grave concerns. If the person has not yet be…
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I would say you can accept only what is outlined on the back of the I-9 form.
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We reimburse upon completion of the course with at least a C grade or better. We pay 100% for job-related courses and 50% for non-related courses.
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I agree with joannie on the first question. Either way, I would handle it the same as any other employee, regardless of age. Medical certification is likely in order due to the extended absence. Thanks for joining the forum!
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Here are a couple of ways we have handled these types of conflicts: 1) Use our EAP for mediation with the parties. 2) Have them sign an agreement (last-chance if necessary) that their behavior cannot negatively affect the workplace or their cowork…
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I don't think there would be anything to prevent that. However, I am not familiar with NM state law or policies for its public employees.
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I agree with the others that it would be covered.
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Same here on the expense -- we would use our website and the DOL local office. No cost for either. Happy Friday!
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I agree with Sonny. I strongly encourage managers to advertise all openings. Pre-selection of candidates, whether illegal or not, creates hard feelings.
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We would likely handle it differently. Given the fact the employee notified the appropriate person repeatedly and that person failed to do the correct thing, we might forgive those months and pay for them on behalf of the employee. Of course, the …
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Here are some of our newer ones: --Phased retirement program, with ability to purchase health insurance to age 65 --Costumes on halloween (no masks -- we work in a bank) --Considered pet insurance as an optional insurance, but haven't implemented th…
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I would tend to agree. I believe it would be a stretch to associate the oversleeping with the need for FMLA leave. Other parents deal with this on a regular basis and manage to get to work.
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I have not. We use a law firm to complete our AAP.
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The first thing I would do is change the fact that all hiring managers get an e-mail when an application is submitted. It would seem that information should not be shared that widely. Other than that, I would like to think I would let the applicat…
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I heard could be $5.00. I am thinking not (overly optimistic I am told at times). I'll guess $4.50.
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I agree with everyone -- end the employment relationship cleanly. Anything extra you want to pay (premiums, etc.) is best given in a lump sum payout with the final payroll. There are too many issues that can be created by keeping folks on payroll …
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Always glad to have new forumites -- welcome!
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Good information, Paul, and I appreciate your sharing your experiences. Also glad to hear all came out ok in your area. My heart goes out to those in Japan.
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We also ask for SSN on the application but not DOB. We use the SSN to run the backgrounds and enter the information into our applicant database.
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We have not been under $3 for some time. Right around $3.17 now for ethanol, which is cheapest here in Central South Dakota.
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My mantra about filing a first report of injury is simple: When in doubt, fill it out! The insurance company will decide if it is compensable.
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I'll be watching the series and hope to learn from it! I have now set up my personal account so I can begin using it. So far, nothing I've put there is "public." I want to get my feet wet before I drown myself!
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We also have our SPDs, change forms, etc. on our intranet as well as our policies. It works well and saves on paper.
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I haven't been responding to most threads as I have once again lost my daily e-mails on updates. That means I only get noticed of what the conversations are when I get the weekly newsletter. Not sure what happens -- it has happened to me before an…
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Thanks to Julie for the additional clarification. I think the circumstances of the specific reason for the suspension would certainly dictate whether less than week or full-day increments would apply. More info?
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I'm going to take a shot at this. By salaried, I am going to assume you are talking about an employee exempt from FLSA. Yes, you can suspend an exempt employee. However, you cannot withhold pay for any week in which some work was performed so you…
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6.75 hours per month (about two weeks per year). Same for exempt and non-exempts. No cap on accumulation and you can carry it over from year to year.