DeidreFR5
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Congratulations!!! Where did you take the exam? Were you a PHR before? If so, what was the new exam like compared to the old paper one?
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Thank you.
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The lawyers are finally back. His answer is what I expected. The verbage in the contract is worthless. Primarily it comes down to we need to pay for work done. The originators job is to find the mortgagees, complete the loan application and gather b…
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Massachusetts is one of the few states which allows mandatory direct deposit - we however, have to allow the employees to chose the bank.
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I would pay them hours scheduled and issue a warning notice for failure to turn in their timesheet (we have turning their timesheets in by Monday at 10am in our handbook).
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Not that I recommend it, but I worked in one place that if your name wasn't in the obituary, you didn't get leave.
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We have the same situation each summer, before we increase their hours we inform them in writing that they will be working full time on a temporary basis and there would be no change in benefits.
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We do a safe harbor - everyone eligible receives 3% whether they contribute or not.
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I agree that it just postpones the inevitable. Also, the first year, you have 14.5 months to send the money (3/15); doesn't that mean the following year you only have 12 months to use your money (3/15 to 3/15)?
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I would mail it again, certified mail with a letter stating that the package had been mailed previously, but with no response. If you still receive no response, my instinct would be to enroll them in the no charge option. Good luck.
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We will close at 2pm on the holiday eves and have a floating holiday (to be used within the quarter) for the holiday.
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There is an offical "Take your child to work day" website which gives a lot of examples of what you can do. It also discusses what you shouldn't do, liability, etc. It may be called take your daughter to work day.
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We pay a different but equivalent amount - 70% of the least expensive package. We then pay that dollar amount towards other packages (we have a HMO, PPO and Indemnity plan).
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Thank you.
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We offer three plans - an HMO, a PPO and an indemnity. We pay 75% of the HMO for both single and family coverage and that dollar amount toward the cost of the other plans. Similarly, we have two dental plans (the difference is in annual amount of c…
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Thank you!
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I'm also a bi-weekly, Massachusetts payer. We have a strange pay system. Here is an example - On 2/28 we paid any adjustments owed for we 2/15, actual hours for we 2/22 and estimated hours for we 2/28. Deductions would be for those actual weeks. The…
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You most certainly can require the animal to be a certified service animal. I would make it a policy of the employer to require a copy of the certification. Only service animals are given automatic clearance to enter all buildings. Animals in traini…
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You could verify that it is a legitimate doctor completing the paperwork.
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She's not going to go away. Consult your attorney (if available), obviously document everything - including calls with date/time and caller id, and strongly consider a restraining order against she and her husband. It may sound like overreaction, bu…
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If you want to send a letter, first make sure you haven't rehired any terminated employees. Then you can state they are not eligible for rehire due to their termination (? per your policy).
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Could I have a copy too? May be it would be easier to post this on the documents section. Thanks, [email]Deidre.Fountain@BankFive.com[/email]
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I have had similar problems. We informed the curious parties, that if they believed there was a problem, we would provide them with a copy of the check, they could go to any bank to report the forgery to the US Treasury Department. Once they investi…
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We include "other family members living in the employee's household" as immediate family even if they might not qualify as immediate in the first place.
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In France, you can only fire for cause. Their definition of "for cause" is much different than ours - steal a great deal from the company (small amounts are excusable and even if they go to jail, you may have to take them back), etc. It is basically…
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We give 10. Deidre
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I have had this same instance come up - we agreed she would work 20 hours for half her usual salary and remain extempt. We were able to do this since her halved salary was still above $455. If it weren't, she would have gone non-exempt on a temporar…
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Thank you.
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A few years ago, we had a notice (at this point, I don't remember from where) what we should keep a copy of the SScard to insure the name on the payroll was exactly the name on the social security card. This came about with all the SS letters about …
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Should I have turned in my HR Hero t-shirt?