E Wart
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Wildsporty, DP and Leo, I would love to see yours if you can share. [email]ewarthen@newcombspring.com[/email] or fax is 770-981-3345. E Wart
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Before you set up your policy on Benefits continuation, you may want to check your SPD/Policy to see how it is worded. You don't want a conflict between the two. (Or talk with your carrier/agent.) E Wart
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In case you haven't been bombarded, the new USERRA poster (12/05) is now out there. Final Regs were issued in Dec. [url]http://www.dol.gov/vets/programs/userra/USERRA_Private.pdf#Non-Federal[/url] Web page to print a copy (instead of purchasing…
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I don't know if you have looked on [url]www.lalecheleague.org[/url]. This is a good place to look for informaiton on breastfeeding. E Wart
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It may depend upon your policy, but I've had payroll (Ceridian) set up an accumulation program when I was under PTO and each month it would add time to employees bank and we would get reports on this and employees would also have it on their pay stu…
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I don't like ours but here it is... Up to 3 days pay covering time lost from regularly assigned days in order to make funeral arrangements and attend the funeral. Immediate family sall include only: Spouse, Parent, Child Brother/Sister, Step paren…
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I would love to see yours as well if you could share. [email]ewarthen@newcombspring.com[/email] or fax is 770-981-3345. Thanks, E Wart
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Don't have one now,but this is my former companies.... (we even terminated an employee for dress attair and they filed a law suit and we won.) This was a company that had clients walking through much of the time. So, appearance was an issue. It h…
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Lisa, email me at [email]ewarthen@newcombspring.com[/email] and I will email you back a sample. E Wart
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I just tried to email you an application at [email]archer@coxinet.net[/email] and it was returned. Could you just email me a note and I will attach it to your email. [email]ewarthen@newcombspring.com[/email]. Thanks, E Wart
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Another suggestion. Ask the company you use for background checks. Most of these have a sample lettter you can change to meet your needs. They usually have had these approved by counsel before distributing. E Wart
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We are manufacturing also... Ours is about 17 pages and we don't do random. Will be glad to share, send me your email. [email]ewarthen@newcombspring.com[/email] E Wart
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Are you looking for suggestions on software to buy for organization charts or do you want to see how different companies are set up as far as reporting order? (If it is the second, you may want to include your industry and number of employees to h…
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Same thing here. SHRM chapter had classes once a week for about 6 weeks for 2-3 hours. Covered differenct subjects each week. We had a textbook (which I still use) and had to read homework assignements. Also good way to make new friends for netw…
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Could you send me a copy of your no-fault plan. [email]ewarthen@newcombspring.com[/email] or 770-981-3345 fax E Wart
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I too would like a copy of this. I haven't hear of this innovation of earning time back. [email]ewarthen@newcombspring.com[/email] E Wart
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On our floating holiday, we do say that it cannot be scheduled/used once notice has been given. Also, we do say that an employee does have to be in the office on their final/resignation day. They cannot use Holiday, vacation, and/or personal time …
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210 Manufacturing co. I am it as far as HR. (Only 5 in Corp., Pres, CFO, 2 Accountants/clerks and me.) I maintain all the HRIS info and input it in the system to keep it all updated. I give the Acctant/Clerk info each week to "type in" for trans…
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Our Plant managers often do this to attract trained employees (of all levels). However, one thing I think I have them trained in is that we offer additional "personal time" not vacation time and they document all this for me. This way employees ca…
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About 3 of our plants do like you say and the rest (about 4) clock in/out. I personally prefer that there is "clocking in/out" because otherwise how can you prove except ones' word against another. If you have a disgruntled employee who leaves and…
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Just thought you might be interested that this website is "not available" right now. (This leads me to believe that the newly updated 7/24/07 information is in the works.) Wart
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I used ADP in my prior life and hated them every day. Product hard to use and didn't make good pratical sense. Nickeled and dimed us to death. We changed to Ceridian. I loved them and was on their "call for referral list". Well this stopped abo…
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Only 1st and 15th payroll I have ever had experience with was executives and commissioned sales. (I hated these too.) I have also done weekly and bi weekly. I would highly recommend bi weekly if ever have a choice. However, almost impossible to …
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[font size="1" color="#FF0000"]LAST EDITED ON 02-05-07 AT 11:48AM (CST)[/font][br][br]We do shift differentials, but it is for those who work an ENTIRE shift that is "outsid of the norm". Like we have 2:30 to 11:00 pm and a 10:30pm-6:30 am. These…
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Yep! Manufacturing is a strange dog. I don't agree with this, but it has been established a long time ago. We pay overtime on vacation and holiday pay (for all our 8 locations in 7 states.) More than generous, I think. I did get this removed fr…
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Vacation time can be taken in as little as 4 hour increments or multiple of those. (The only exception would be those employees who are on an alternate works schedule, of course.) I really get upset with Supv/Mgrs who allow employees to use vacatio…
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We have some employees that do this. However, I am not really "gung ho" for a lot of reasons, even though it could be a win/win situation. These folks take the work home and do it off company property. The one thing that you MUST do is be able to…
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This is obviously a smaller company or would have a "back up" in place. I don't have a plant in MN so don't know. I would recommend picking up the phone and calling the dept. of labor. They will tell you. E Wart
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I think everyone has said it. I would first look at the employee's job. Has it changed, responsibilities increased, etc. (Don't look at how the employee has performed, but what the job requires.) You may need to reclass the job, up and/or down. …
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I think we are talking about 2 things here. First- If he was "provided this money in 2006, (actually paid it), it would be taxable income. Anything on his "check" would be considered taxable income whether it is salary, commission, advance, bonus, …