FunHRBanker
About
- Username
- FunHRBanker
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Make it simple and to the point. You chose a candidate who more closely matched the requirements of the job. You can tell her it was a tough decision, but you did offer the job to someone else.
-
It is my understanding that you cannot ask for high school graduation date, even the year because it, more often than not, will tell you the person's age. I think it's an illegal question.
-
My opinion is to excuse the absence until you KNOW that he was really "sitting in a bar" while he was supposed to be at work. I don't think it's fair to penalize him for something you feel MAY be happening.
-
We have the bo problem here too with a male ee. It has been mentioned to him in the past, but it only changes for a short time. We think it's his clothes and we can't really make him buy new shirts constantly, nor is it really fair to buy them for…
-
Though I know you are both right, there are, of course, special circumstances. The x-ee is the son of the deceased chairman of the board and the higher-ups at one time or another pretty much guaranteed him to have retiree benefits (medical, dental,…
-
We allow ees to use sick time in increments of one hour for "their own illness or injury or that of an immediate family member (including spouse, children, and parents of the employee). This includes doctor appointments for the employee or immediat…
-
You may have to have an Affirmative Action policy as well. On the plus side, you can sometimes get better group insurance rates with 50+ employees.
-
I know that in WI you can make direct deposit mandatory, but you cannot tell the employee where they must have their account. Better check with CT state rules though.
-
I am the original poster. I faded into the woodwork because I haven't had a chance to check the post in a while, and, things tend to get a little repetitive after the first 20...or take turns. I don't have an update on the situation, things conti…
-
Thanks for all of your advice. I will have a talk with her supervisor and suggest that we meet with her together to discuss her performance. Stress that she does her job very well (which she does), but we've noticed some changes in her behavior. …
-
The thing that has majorly changed her life is a stroke that occured a few years ago. Since then, she is a different person. I think that's why we're hesitant to act.
-
If solely based on credit info, the FCRA states, "Before taking any adverse action, the employer must provide the applicant/employee with a copy of the consumer report, notification that the employer is considering taking adverse action based on the…
-
I am totally disgusted by this whole thing! How in the world would you get feces all over the stall without having to touch it (which brings in a whole new level of gross)?! I agree with signing out a key and having an informational meeting about …
-
I have a BS in finance. I've been in HR for a year and a half and have learned a ton in that time (definitely not saying I know close to everything because no one ever can). I have reviewed the handbook, I create job descriptions, policies, etc. …
-
The IT people wouldn't run them. It was just something that came up during the IT audit. I will further read the FCRA. Thank you all!
-
The statement pertaining to credit checks for continued employment or promotion is on a separate authorization form that happens to be signed and returned with the application. So that I am understanding what some of you have said, you would avoid …
-
I don't know why that particular auditor brought it up, but it's on the table now. Perhaps because IT has access to wire information and online banking. We have authorizations to obtain consumer credit reports for all applicants. There is also a …