HR in CA
About
- Username
- HR in CA
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
What does your policy say about using vacation? Does it have to be preapproved? What has your practice been about allowing employees to use vacation with little or no notice? The reason I ask is that the employer, not the employee gets to designa…
-
I sympathize with you and this issue. We had a very similar situation, the employee could not do his job, but was free to travel 400 miles and work in his restaurant, doing more manual labor tasks than his job required. He used all 12 weeks, and …
-
Our third party administrator for our FMLA told us we had to offer the returning employee the shift she had before going out on leave.
-
[url]http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_825/29CFR825.110.htm[/url] This should answer your question.
-
Don D. In California the answer would be yes. Even though the law states the employee on leave should not be given more rights than had the employee remained working, the Department of Fair Employment and Housing suggested we should have brought h…
-
We just received our 'case closed' leter from the Department of Fair Employment and Housing this week on a very similar case just this week. Regardless of how much you try to get the affected employee to understand the reorganization she may still …
-
I don't believe sick pay in mandated in your state, so your policies and practices would prevail.
-
First off, I share your pain! Any deductions made from an employee's check, must not drop the employee below earning the current minimum wage. We have been advised not to deduct for any of the items you list by our attorney. He refers to it as th…
-
Since many of our positions requiring daily driving, we run a post offer DMV check, our broker for Workers Comp/Liability insurances offers it as a free service. The offer is rescinded if the insurance carrier will not insure the driver. I have a …
-
How about Facility Technician?
-
>[font size="1" color="#FF0000"]LAST EDITED ON >02-16-06 AT 01:55 PM (CST)[/font] > >I disagree with Larry. He was absolutely >truthful with you. Your application simply did >not ask enough. If it were me, I would fire …
-
When the engineer applied, did he fill out an application? If so does your applicatioon ask about prior arrests/convictions? If so did he list anything?
-
We have been instructed to keep I-9s for all active employees hired after November 6, 1986. For terminated employees its 3 years after date of hire or 1 year after date of termination whichever is longer. I too keep them in binders. I have been t…
-
In my opinion something is wrong. I would not proceed with hiring this person. My payroll service requires a SS# to pay. They also come back and let us know if the SS# is bogus or it belongs to someone else.
-
When these types of questions have come up in the past, I have contacted the local health department and asked. In my area they have been very helpful by providing materials to help calm the employees.
-
Have you thought about the pre-paid cell phones for those who can't get their own? We don't have a requirement for cell phones, but other items that are required (other than specialized occupations which require special tools, making x amount above…
-
While I have nothing in writing, this is what we did at my last employer: The entire plant was closed, the first thing we had to do was notify certain city, county and state agencies based on the WARN Act. We had to pay employees 8 weeks as mandat…
-
I agree with the others. This is a very serious criminal matter, that needs to be reported at once. I would contact legal council at once.
-
I agree. We never use severance when the employee resigns. We use it for RIF's, layoffs, etc.
-
Don makes an excellent point. Without the former employee getting his due legal process for stealing, there won't be anything for the next employer to find on his/her background should they run a check. Your former employee may just head towards t…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-11-05 AT 04:15PM (CST)[/font][br][br]If the employee knew that there was no expectation of privacy with the jacket in the bathroom, then the search may be legal depending on state law. When we have h…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-11-05 AT 04:16PM (CST)[/font][br][br]My advise is to contact your local police and have them investigate. Was the search reasonable? It depends, what does your policies say about personal belongings…
-
I would not hire based on the fact that these 4 convictions are battery. Anytime we receive background information that states the individual had harmed another person, we do not hire. To date we have not had a problem.
-
Here's ours: Employers with 25 or more employees at the same location must allow employees up to 40 hours time off, per academic year per child, to visit their children’s school for any reason. No more than 8 hours may be taken in one month and th…
-
In the past we have used the California Comsumer Price Index for Urban Wage earners. As of January 1, 2005 it is 2.7%.
-
The last time I did this type of job posting I received 150 applications. I would think twice about sending my information as well. However, at the time this area was experiencing double digit unemployment. Desparation makes people do crazy thing…
-
What I have done in the past is to use my personal e-mail. With my service I get up to 8 e-mail addresses. I set one up with a nondiscript name and when the posting period is over I close the account. It takes about 10 minutes to do this.
-
I agree with the previous posters. I have many employees who are never in the office. They either sign up for direct deposit or we mail tehir check. As long as it is postdated on payday, I have met our obligation.
-
I guess my first question would be, do you run criminal background checks? Does your employee have any documentation that she filed a police report on the tire incident and named the person? There are always two sides to every story, and I have r…
-
We have the following statement in our handbook: "Employees who refuse to work overtime will be subject to disciplinary actions up to and including termination". We would not use vacation or PTO if the Saturday was not part of the employee's regul…