HR in CA
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I can get it too?? Please fax to 916-344-5980. THANKS SO MUCH!
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In California we have to pay all accrued but unused vacation and personal time. I have never heard that employers would have to pay out the next year's accrual too.
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Bravo, excellent!
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When employees are scheduled to work 10 hours, we pay them 10 hours holiday, sick leave and vacation.
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Well we do a bunch of different things Construction (bringing or updating CATV lines). We also provide IT engineers for businesses, provide network monitoring, and computer products. In addition we are an authorized service repair for several comp…
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Our policy pays our construction department pays a selected employee between $75 - $100 per week to be on call. Then if the employee gets called to a job site they receive their hourly rate of pay and any applicable overtime or double time pay. …
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Yes, you are only required to pay overtime after 40 hours and just because your payroll is processed in California you do not have to abide by California's Wage and Hour Law. The link below states there are no state laws governing this so you fall …
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In my last job which was office furniture manufacturing and assembly, the employees earned 2 weeks of vacation and 1 week of paid personal leave in the first year. In addition we had STD that would cover up to 26 weeks at 50% of their base pay. In…
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There is no easy sell for us. We implemented anyway. The benefits outweigh the complaints. We could run reports, that we would spend hours or even days on in a flash. I found the biggest critics were those who sneak in 5 minutes late, take long …
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We used SMART Objectives as part of program of Situational Leadership. These were written by each manager and reviewed by an outside consulting group to make sure they aligned with our corporate values. The form has 4 headers on it: Desired Resul…
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This is not a reimbursable expense under our plan. It clearly states no teeth whiting procedures or supplies will be covered.
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It it a common practice we use for non-entry level positions, especially IT. We have never had any issues in the 20 years the company has been doing it.
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I have had employees request similiar letters. Some employers I have worked for in the past would not allow employees to drop coverage until they were satisfied that coverage would be provided. I usually get the most requests for these letters dur…
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We have a self-insured plan. We pay a per month fee to the plan administrator, then each month they send an invoice we pay with the actual charges. We insure about 70 people and it reduced our costs significantly. We pay 80% of the cost per emplo…
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We match 100% of the first 3% an employee contributes and 50% of the next 2%. It was this way at my last job as well. However, I really like the plan listed above. Where can I sign up??
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We use Conexis and it has been quite a nice experience. [url]http://www.complink.biz/[/url] Good luck!
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Our policy states that x amount of hours are earned each pay period. If the employee misses more than a week during any pay period, then they get a pro rated accrual for the pay period. If the employee does not work the entire pay period, then no …
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Dynamite You have renewed my faith in AFLAC. I will no longer roll my eyes when they are here for their monthly (unscheduled and unannounced) visit. I am so very sorry for your loss. Beckie
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I will send it by noon my time tomorrow! Beckie
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I found one from a former company I worked for, last updated 12/00. If you still need a policy let me know and I will sned it to you. Beckie
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With what information I have I would say that you should be fine. It is acceptable to have different benefits for different levels of employees (exempt VS non-exempt). And at least in my state there are no rules governing vacation and PTO. In Cal…
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You posed the next question we are pondering. From a business standpoint it might be better to let them cash out any leave that remains at the end of the year. From an HR standpoint I feel employees are given the benefit and they should use it. T…
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We had the same thing happen 3 years ago. The employee filed a complaint with the Department of Fair Employment and Housing (DFEH). They contacted us and said it would be in our best interest to pay the sum of $11,000 the amount employee said she …
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Thank you both! You confirmed my thoughts. Beckie
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A "key" employee is a salaried "eligible" employee who is among the highest paid ten percent of employees within 75 miles of the work site. I pulled this information for the DOL. Does your employee qualify as key?
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Copy this link into your browser and it will take you to a bulletin that gives you the information. [url]http://www.osha.gov/pls/oshaweb/owadisp.show_document?p_table=NEWS_RELEASES&p_id=11189[/url]
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Linda What would you do if the injured worker wasn't eligible for FMLA yet? Your response is exactly what we are doing, but we are not sure how to address those who are not FMLA eligible. Your opinion will be most appreciated! THANKS
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Is your question, can they be run at the same time? Would someone on Workers Comp, also be eligible for Family Medical Leave? Yes, to both. However if I did not understand the question, please provide more information.
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Question? Why would you not want to comply with FMLA? If you don't the employee could be released to return from the WC injury/illness then turn right around and be out for a non-WC related illness injury, then the employee has up to 12 weeks of p…
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You answered the FMLA question, but I have a question. Does your state have this type of leave or is California the only one?? Sorry for the length of the post, but I wondered if this would apply in your state and in this case. Parent’s Leave for…