Dutch2
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- Dutch2
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The Federal Record Rentention Guideline chart that I have states the 30 years after termination of employment is for: "Medical exams and records related to or indicating employee exposure to toxic substances or otherwise harmful physical agents." T…
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For what it is worth, according to the Federal Record Retention Guidelines I have it states, "Job Applications and Solicitated resumes (including records pertaining to the failure or refusal to hire any individual) must be retained for a period of …
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Back in my former life with a mega large retailer when we first went to drug screening, and we were in a new town hiring for a new store, we would all get a kick out of watching them come in read the sign, "All applicants will be subject to drug scr…
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Taking a slightly different approach, I purchased the paperback book ZAPP for each of our Supervisors. Gave them a week to read it, on their own time, and had a special Supervisor meeting to discuss the book and what they had learned. Sorry, appar…
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I too get to play in a bank all day and we insert an "Authorization and Consent for Consumer Credit Investigation" form into every blank application. Of course we only run the credit report on the few that we are seriously considering for hire. All…
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I also am in Missouri. Do not know of any state law in Missouri regarding this matter, but I have always paid out all earned/unused vacation. To me it just seems like the right thing to do as they did "earn" the vacation time and did not have the …
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Ditto. We too consider years of "same work" experience to be equal to years of eduction. Good luck, Dutch2
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We also only give out date of hire, date of termination and position. It is against our policy for to give an references unless they are in the HR detp. We, in Missouri, are not required by law to say anthing about a former employee, such as if th…
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We also post all positions internally before we run any outside help wanted ads. If someone from inside the company is qualified for the positon this tends to have a domino effect before all the dust settles. We assign a grade level and minimum an…
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Our Board of Directors gave us a Catch 22 this year. They approved a 3% wage increase for those employees meeting their job requirements: but, they also informed us that total wages for 2003 would be the same as 2002. Therefore, we must now reduce…
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Have you read the job descriptions for your HR and Controller positions. Bet you cannot find anything in the Contoller JD about deciding Exempt or Non-exempt. The HR position must be the expert on this matter.
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>I understand but this becomes a policy issue and a morale issue. I >already have another employee askign to bring her son to work! This type of "special circumstance" will most always get out of hand if you allow it to happen. One of…
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I like the Ballonman's comment. Have you ever read the story about the Daily Care and Feeding of Monkeys? You can burden yourself down very quickly with numerous monkeys, more than you can take care of, if you allow others to keep giving their mon…
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We do not give our employees an option. Everyone is on direct deposit. It is our understanding that as long as you do not mandate which financial instution the employee uses for DD... this is kosher. I previously worked for a large discount retai…
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It was about 6 to 8 weeks the first time. My asst. even went to their offices in St. Louis to attend a "work shop" on just what it is that they want. They basically gave us fits because our responses were not in the proper format. But, they would…
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Thank you for your response. I will contact Berkshire for information on their porduct. Good luck with your AA Plan.
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Federal Record Retention Guidelines state: Job Applications, period of retention is 1 year (includes seasonal and temporary workers). Applicable law s 29 CFR 1627.3(b)(1)(i) ADEA. Good luck with your new office.