HR in PA
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We have a sunshine club that employees voluntarily contribute to. The club then purchases cakes and decorations for first wedding and first baby showers that are held before hours at the branch location. For the employee's birthday, our sunshine c…
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I also pull "peer" reports. In addition to other reasons stated for pulling the peer report vs. the entire credit report, it also does not appear as a "hit" for the applicant. Being that we are a financial institution, it could appear as if they wer…
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1) Staff: nurturing, runs a tight ship, develops staff with potential (Developing Diva) 2) Customer service: satisfied parents (Pleased as Punch Parent Award) 10) Spirit: is "all about (company)", enthusiastic about what we do and shows it, gets …
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Our ethics policy stipulates that no board member, volunteer or employee be able to accept gifts, favors or payment in exchange for business or reference. In the event that we are already doing business with the vendor or outside party, a limit of …
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We are a financial institution in Pennsylvania. Our employees are permitted to wear capri pants as a part of our summer dress code.
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Does your employee realize that by having a common law spouse (if they have a recognized common law marriage meeting all the criteria in your state) that he has to get a divorce to "break up" with her?
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At a previous employer, they neglected to report our wages to Social Security over a three year period. In order to get the issue resolved, we were required as individuals to take our w-2's to the local social security office and have them resolve …
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Thank you for helping. The information that you provided is a great start for me.
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Thank you anyway.
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1. I need to put together a request for a proposal from potential vendors. In my post, I am asking if anyone has suggested questions that would be good to include in the request for information. 2. I need to put together a formal implementatio…
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I too had a previously life in the staffing industry and we did not provide social security numbers to any of our clients. I would ensure the clients that all necessary background checks and required testing were complete prior to the employee's pl…
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Upon termination, resignation or retirement, we pay all accrued time to the employee. This includes all sick, vacation and personal time that is outstanding. Employees are allowed to accumulate up to 30 sick days in their bank. There is no cap on…
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You don't mention in your post if you've ever had any problems with this employee and attendance. What made her feel as if she had to lie? Was it simply to avoid two occurences? If so, was she close to termination or disciplinary action and that …
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While I agree that it is difficult to find the perfect "business casual" dress code, I think that it is well worth it when found and implemented. I came from an environment where suits, stockings and closed toed shoes were a must for all female emp…
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We too have a generous amount of sick leave available to our employees. However, in order for an occurrence under the sick policy to be excused, the employee must provide a doctor's note. In the event that no documentation is presented, the absenc…
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Speaking as someone with four years experience in the temporary/permanent staffing arena as an HR Manager for two smaller services, my advice is do a thorough reference check on the agency itself. Contact any current clients that may have contracts…
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Try this link: [url]http://www.hrnext.com/news/view.cfm?news_id=2325[/url].
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Jessica, We are a 100 million dollar credit union with just under 50 employees and have had a marketing position similar to what you are discussing in existence for approximately 3 years now. Initially, the position was set up to be paid at straigh…
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Time worked=time paid. The FLSA does not stipulate between time approved and time that has not been approved. If your employee is working outside of the schedule that was set up for them without permission, it is a disciplinary issue.
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At my previous company, we had a requirement of fingertip length for skirts. So, if you stand with your hands down at your sides and your skirt isn't as long and your longest finger, then the skirt should not be worn for work. And as always, tell…
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I completely agree with Hatchetman. If this individual has excessive absenteeism, that is one thing. If this is an isolated absence, let it go. Keep in mind that it is not only physical illness that causes an employee to call in sick. If your emp…