Dan
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I think I misunderstood. If the employees, who are taking ½ days off, are non exempt then charge their PTO. Here at my company, non-exempt employees need to account for all of their scheduled hours. Then address the issue with the supervisor abou…
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Generally, exempt level employees are only docked full days. I would continue to pay them for the full day and address the issue as a performance problem. Start progressive discipline with a write-up on attendance.
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If the drive time is considered hours worked, then it will have to be paid as OT when they pass 40 hours for that week.
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Thanks for all of the input. And just for information: Idaho is one of the most Employer friendly statess in the nation.
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We have an Extended Work Week Policy. If salaried exempt employees are scheduled to work more then 48 hours a week for more then four weeks in a row, they are paid a flat rate for all hours over 48 per week. It does have to be scheduled and approv…
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Thank you for the responses. I think I will work throught our local legal counsel and back up the corporate ladder. It is a tough situation since this has been brought up in the past.
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The company I work for has the most lucrative PTO policy I have ever seen. Employees accrue PTO with each paycheck, starting at 160 hours per year. Up to 320 hours can be carried indefinitely. There are about 50 out of the 460 employees who alway…
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You might consider breaking out the resignation code to: Resigned – eligible for rehire Resigned – not eligible for rehire
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I was not clear. The employees can elect coverage or not. To receive the opt out credit (the $50 or $80) they must be covered under another plan. Being a government contractor, we pay well enough that we have never had someone not elect coverage …
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We allow employees to opt out of medical insurance if they are covered by another plan. Employees receive $50 per paycheck for single coverage or $80 for family. Employees are not eligible for the medical opt out payment if they are covered by a …
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Sounds like you are looking more for a HR Generalist then a Specialist. Depending on the industry, salary can range from the 30s into the 60s.
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Ride a bike to work??? I have a 55 mile commute each way. I leave the house at 5:15 in the morning. And just to keep things challanging, it snowed last night. I think I'll just ride for fun on the two warm weekends we get each year.
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Bottom line is you need a work release from the doctor stating he can safely do his job while on this medication.
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Make the offer and make it contingent upon the results of the background check. If something is unacceptable in the background investigation, you came terminate the employee at that time. At the facility I work at, if something in an employee’s ba…
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The fact they know someone has been harassed puts them at risk for legal action. It does not matter if the rest of the board is told but they need to imeadiately address the problem.
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In a previous job I had a similar situation. Had a large employee who weighted well over 350 lbs ( he was/is 6’8”). Regular fall protection is rated for people up to 250 lbs and a few heavy duty fall protection harnesses are rated to 300 lbs. Unl…
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One aspect that has not been brought up in this post; Who is paying for the rehab? If your company is paying for your employee to go through rehab, you would have more input into any alcohol consumption after the treatment.
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I am in a start up project and have done hired over 200 employees in the last 15 months. Extensive background checks are required on this project. There are options of running background checks using just the applicants socical security number. T…
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I see your point requiring the SS card for payroll. We do extensive background checks here, which include verifing Social Security Numbers. So we do not require a copy of the card.
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I will have to agree with Parabeagle on this one. They should be able to produce alternate documents. But if the person lost their card and had not requested another… it would be tough to take any kind of action.
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I will add one more comment. It is almost impossible to address someone’s attitude. You need to address her specific behaviors that are causing problems.
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Enforcing it will be a major problem. If the employees did not come forward, how are you going to prove they are having a relationship or are even related?