HR in Okla
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I do post offer Work Comp checks. Those with multiple work comp claims often omit those employers from their employment history on the app, so I can usually find a legal reason to withdraw the offer. I have hired several people with one or even mo…
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Guess what else? The employee in question is married to an attorney. I don't think she'll sue, but it may take that to get some of the people here to listen to me.
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Thanks Dandy Don, for your advice. It helps me too as we are facing "downsizing." I've been fighting all the way to try to get the dept. directors to look at this fairly. One wants to lay off a subordinate because of her salary level, but secretl…
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In Oklahoma, if the employer requires the physical, the employer must pay. Also, if the employee requests a copy of the physical report within 30 days, you must give it to them. We've looked and looked for ways to recoup this cost, but legally the…
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We have a written policy for our "Employee Activity and Flower Fund." We offer new employees the opportunity to contribute 50 cents a pay period (twice a month) by payroll deduction. The guidelines limit sending flowers to the employee or spouse w…
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I don't know the Texas drug laws, but in Okla. they are VERY specific. You must offer them an EAP, at least for evaluation and referral for treatment, but they can still be terminated. Make sure you know your state laws.
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Don't know if I can do more than sympathize, but I can see why you feel paranoid. I'd do what they asked, and set up the meeting with my supervisor to figure out the details before I got too worried. Good luck, wish I could telecommute.
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Very interesting, brings up a point that I'd not thought of. Does just any government employee who comes for another reason have a right to see them? (Thank God, I've never experienced any kind of government investigation.)
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Anyone out there actually ever had an audit of your I-9s by the INS? Do they really do it, or is this just some HR person's smokescreen to create job security for all of us?
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Sounds like a good system. May try it.
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Anyone have a suggestion for a simple system to track dates, so you can just pick up a handful and safely shred them? How about pulling terminated ones at the end of the year, throwing them into a file or box labeled 2002, then at the end of 2005, …
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I agree that it is a royal pain to figure out the time you can get rid of them. I suppose it really comes down to how many of them you have to deal with. If you have lots of them, it probably isn't worth the time involved.
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I'd say if you are positive about the dates and feel sure you've met the retention requirement, get rid of them. We all have more paper stacking up every day, why keep something that is totally unnecessary? If you rehire someone, you need a new on…
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To the HR nubie asking about requirements for AA plans: The SHRM learning materials I studied for the SPHR exam say "... affirmative action plans are required of federal contractors with 50 or more employees and $50, 000 or more in government contr…
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Is this verifiable time? Make sure he actually worked it. Once they turn in an invoice, the next step is likely to be the Dept. of Labor, and they'll make you pay it and probably audit your payroll records, so bite the bullet and pay. Good luck.
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Also, are your exempt people salaried? Being salaried doesn't automatically make one exempt either. Depends on the job duties. Someone can be salaried and still require payment of overtime if they exceed 40 hours.
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The FLSA says you pay overtime to ANY employee who works over 40 hours in one "workweek." They define a workweek as 7 consecutive 24-hour periods. If he worked more than 40 hours in any week, you'd better get busy and pay the time and a half for …
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In our org. anything under 30 hours/week is considered part-time, whether it's 29 or 2. I'd get rid of the "half-time" terminology. We pay our part-time staff 4 hours pay for holidays, instead of the 8 paid to full-time. They don't qualify for in…
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Thanks, Margaret. Actually when I printed the handbook last year, I did basically what you suggested. Used legal size paper folded in half. It was still bulky and expensive. I think I'll take your advice and do an abbreviated version to hand out…
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I've always heard that a good ratio is 1 HR staff person for every 75-100 employees. How do you have time to write all your wise counsel on this forum?? The info. we share here is the real nitty-gritty stuff, not just someone's theory. It's worth…
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Thanks, great wisdom from both replies. Don, how many employees does your company have? How many HR staff persons? We have 270 with 2.6 HR people. My .6 Benefits person works 3 days a week and does the work of at least one full-timer. Wish I co…
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Thanks! If I'd read back a bit, I might have figured that out! You are right, I reacted the same way when I read it. Pork, sorry friend, you gotta keep 'em.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-27-02 AT 08:24AM (CST)[/font][p]Don, I think you misunderstood what I said. We file them by month, in other words, all of January's apps together etc, so that after January 31 of the following year, …
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My understanding is the same as cthr. We keep ours a year. If you have lots of applicants, it can be a headache. If you ONLY accept applications for open positions, it cuts down on the number of apps and your risk of being accused of discriminati…
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We're planning a trip to Phoenix in mid-February. Just hope the travel conditions between Okla. City and there are good.
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This conversation is definitely off track. We Okies consider ourselves Southerners too, at least those of us from Southern Okla. We'll give you sweet tea and a chair on the porch and friendly greetings too, but with slightly lower humidity. We'…
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My husband is a retired Army Reserve officer, so I'm very empathetic with these folks. We're just lucky that the worst duty he had was running a cattle feeding mission following a snow disaster! I certainly want to do what is right for our employ…
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Thanks so much!
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You are to see the documents within 3 days of hire. And we certainly don't get all of them on the first day. A while back I audited our I-9 files and found someone who had worked a month with only part one of the I-9 completed. When I contacted he…
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You are right, we don't tell them what to bring, but say that "most people use a driver's license and SS card." Our handbook policy says almost verbatim what your does. The practical matter is that if we don't see their documents the first day, it…