DeidreFR5
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If the employees are actually working until 4:30pm, I would have them sign out at 4:30pm (the actual time worked). I would then pay the employees the extra half hour. I wouldn't consider the half hour as time worked in calculating the weekly ot, if …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-18-03 AT 08:48AM (CST)[/font][br][br]I would make sure there were constant updates (at least weekly) as to how the move was going. And let everyone know if there are snags - anyone who has ever moved …
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We have a separate form for the credit history and criminal history verifications. We use SecureHire which is an ADP product. ([url]www.avert.com[/url]).
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We have a progressive discipline policy for overages/ shortages. $100 employee notice, $200 warning, $250 90-day probation, $300 possible termination (review of record). Tellers sign for the policy at orientation. I'm happy to email it to anyone int…
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No, actually it is very common in the restaurant industry to provide your own knives, etc. When I worked at a hotel, we informed applicants during the interview and most expected this.
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The Monarch notes to the Bible are not a bad read. They give a nice overview of the different books with good cross references. The notes came in two versions - the Bible and the Bible as Literature. They helped me get through the mandatory Bible cl…
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Yes, we do a criminal (felony) history, credit history and references We have 160 semi-appropriately dressed employees
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We have a small "fitness center" in the main office of our bank. All Employees are free to use it between 7am and 7pm (business hours are 8am - 5pm). We have about 100 employees in this building and 60 at the branches. Branch employees never use it …
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ADP sent us a notice a few months ago advising us to see the ssc and refered to IRS Notice 972CG.
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This may not be much help, but our business association (for us Mass. Bankers) does an annual wage and benefits survey that we participate in and receive feed back from. We find this much more useful than the Chamber survey.
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We're a bank and do credit reports and criminal history reports (felonies) on all employees. We have our senior loan officer read the report, and use "would we give this person a loan" as our standard. We tell (and they sign a waiver) applicants tha…
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We are a New England bank. On summer Fridays, we allow men to be tieless and women may wear capris. We also (we're so wild) allow socklessness and open toed shoes. Could you let me know where you found the video? Thanks.
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The article that started this train of thought suggested companies should have a policy stating that overconsumption of alcohol was not acceptable, it should include reference to obeying drinking and driving regulations, etc. But it did not give exa…
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We are a bank and have an over/short policy I can fax to you if you send me your fax number. You will most likely need to change the dollar amounts, but it might me a start.
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I have another related angle. Doesn't OSHA require you know what employees are working at any given time? I use to be the safety officer at a previous employer and remember discussion in this area. I think it came about after Oklahoma City and conce…
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I've had shingles. In order to get shingles, one has first to have had chicken pox. The virus stays in your system (usually nerve endingings) and usually nothing else happens. But, it can reappear at any time as shingles, usually the flare up is str…
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Could you send me a copy too? Thanks, Deidre [email]DFountain@frfive.com[/email] or (508)677-3388
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I can't wait to see the response to this, but . . . If you allow other religious items in employees work areas, you need to allow this item also. Voodoo is a religion and should be accorded the same allowances as any other religion.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-12-03 AT 09:12AM (CST)[/font][p]We currently have an employee out on FMLA for similar reasons. We approached it from a disciplinary angle - disruptive to the work environment. Because it was disciplin…
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When we post positions in-house we always post the grade and the ranges, this way employees know before applying if it is worthwhile for them. It is our theory not to waste everyone's time applying, interviewing, etc. if they would not take the posi…
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Just as a point of interest (and because I can't slap employees and tell them to grow up) - We closed Tuesday for the storm (Mass.) We have decided to pay non-exempt employees (exempt would be paid anyway) whatever hours they were scheduled to work.…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-24-03 AT 07:42AM (CST)[/font][p]At a previous employer, when MLK first became a holiday, we allowed employees to use either their birthday (floating holiday) or personal day to celebrate. We later use…