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HR in CA

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HR in CA
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  • Yes, you should be concerned. Since many companies will not give you further information on the status, you could ask, "Is it beacuse of budget issues?" See what the answer is. I have met many great interviewees only to find they were let go for …
    in Not Eligible for Rehire Comment by HR in CA July 2003
  • Could I get a copy too? My e-mail address is [email]beckie_caskey@questsys.com[/email]. Thanks, I appreciate it! Beckie
    in HR Director Job Descriptions Comment by HR in CA July 2003
  • I have one if you can send me your e-mail address I will send it. Beckie
    in Employee Complaint Forum Comment by HR in CA July 2003
  • My opinion is to have them sign an acknowledgement. I would distribute the handbook and then depanding on the size of the handbook give them 1-2 weeks to read it, then begin collecting the acknowledgements. In the perfect world the acknowledgement…
    in Handbook Re-print Comment by HR in CA July 2003
  • It is our policy that we review all Social Security cards. Again, it is our polisy and releated to I-9. So the short answer is it depends on your policy. We also verify each new hires number through the SSA. I wish I could give you a better answ…
    in Does not want to disclose SS# Comment by HR in CA July 2003
  • Did you promise to keep her identity a secret? If you can't disclose to the harasser who is making the complaint, I would not proceed with termination. The accused has a right to know who is charging him with harassment. I would hope he could fig…
    in No Witnesses Comment by HR in CA July 2003
  • Try salaryexpert.com, you can get useful free information. Good luck!
    in Salary Survey Construction? I need help. Comment by HR in CA July 2003
  • If you don't have a policy in place, I feel you should pay the employee straight time for the 2.5 hours.
    in How would you pay him? Comment by HR in CA July 2003
  • What does your policy say about working on a holiday? Ours states the employee will receive holiday pay, and will be paid their base pay for any hours worked that do not exceed 8 in the day. After 8, we pay time and a half for hours up to 12, then…
    in How would you pay him? Comment by HR in CA July 2003
  • See post Employee Quits - Then wants to come back
    in Resignation - Changed Mind Comment by HR in CA July 2003
  • Your statement to the former employee should be, "We have decided to honor your resignation". In California our unemployment account will be charged, but in the long run, its a small price to pay. There was a similar post a week or two ago. Did y…
    in Resignation - Changed Mind Comment by HR in CA July 2003
  • This is what we use. The first paragraph is the introductory period and the third one deals with vacation accrual. I hope it helps. PS It was attorney approved a few weeks ago! Initial Introductory Period All new and rehired employees (for rea…
    in Employment Manual Language Comment by HR in CA July 2003
  • While I don't have the time to look it up, I believe in California she is entitled to a copy of anything in her personnel file that she signed. But she must make an appointment, and not make this unreasonable demand.
    in Request for copy of personnel file. Comment by HR in CA August 2003
  • I have read that they are only entitled to copy documents that they have signed.
    in Request for copy of personnel file. Comment by HR in CA July 2003
  • My former company had the vacation purchase program. It was post tax dollars. The payback was tied into a Economic Value Added bonus that hit the skids in 2000. So now the company is giving the employees the option to have payroll deductions or r…
    in Buying Vacation Time Comment by HR in CA September 2003
  • I totally agree with the previous post. However I had this happen recently and we did just that, "We have accepted your resignation, we wish you well." The employee then said he never quit, it was all a misunderstanding, but we stood our ground! …
    in Employee Quits - Then wants to come back Comment by HR in CA July 2003
  • Can I add just one more response? Moving her back to a non-exempt employee should be the first move; setting down your expectations of her in writing should be second; the third, document in writing what her hours are, in this same document demand …
    in My SPOILED Employee!! Comment by HR in CA July 2003
  • All of the answers are great, however I wanted to add that reassignment and the company's right to change hours as business dictates should be a written policy and in your handbook. We recently added the reassignment, due to this type of issue. It…
    in Pushing our luck? Comment by HR in CA July 2003
  • CTHR was right on the money! As long as they remain employees and were hired after 1985 they must be kept. In addition, during a Department of Labor audit I was informed that it is also our responsibility to continue to ask for new I-9 documents w…
    in More I-9 Comment by HR in CA July 2003
  • My opinion is stick to your guns. I was audited by the DOL in 2001 at my former employer. The auditor asked for a list of employees, and in the same breath asked for my I-9's. Had I not been completely up to date on my I-9's the DOL auditor would…
    in I-9 Comment by HR in CA June 2003
  • Thanks so much for your information. I just needed to know I was on the right track and you gave me the peace of mind that I was. And by the way, peace of mind is priceless! Thanks again! Beckie Caskey
    in Mutual Release and Termination Agreement Comment by HR in CA June 2003
  • Another thought would be to incorporate this into a policy. Such as all former employees are expected to receive prior authorization before returning to the premisis. I would limit those who could grant authorization to the HR departmant and selec…
    in I need advice!!! Comment by HR in CA June 2003
  • Wow, that is not good. Can you repremand the VP in writing? I know this can be sticky, but if you took swift action to retrieve the information, and repremanded the individual responsible, it would show you have agressively tried to prevent this t…
    in Did we Scr*w ourselves Comment by HR in CA June 2003
  • I would be concerned as to why this employee would be offered independent contractor work. If the job was eliminated and then the employee is doing same or similar work, I think you could be in for trouble. Remember Microsoft a few years ago? Not…
    in Elimination of position Comment by HR in CA June 2003
  • Well we were audited by the DOL in 2001. We were Federal Government Contractors. We were cited for not making an affirmative effort to collect this information from our applicants. In order to comply with AA, I devised a postcard that was sent to…
    in identifying race Comment by HR in CA June 2003
  • In your policy do you state that there is no presumption of privacy with e-mail, Internet, etc.? In addition if your policy states that the e-mail is for business use only, then you should discipline the employee per your policy. Also after readin…
    in Am I being Paranoid? Who's There??? Comment by HR in CA May 2003
  • Our legal counsel recommended that the arbitration policy be separate from the handbook. How many times have you had an employee breaking a policy, claiming they read the handbook, but don't remember that portion? We handed out our policy separate…
    in Arbitration Policies Comment by HR in CA May 2003