HRforME
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I am confused. Is the recruiter filling out the actual sections or just rewriting the same information somewhere else on the form? I don't see how copying what the employee has written as adding any tax liability. I have never heard any laws as to…
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I agree. I would "grandfather" those that are already at the limits or who started under the knowledge that they would get two weeks after their second year and start the new vacation accrual with new hires. You can definitely discriminate based o…
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I am in Texas too...our stack is much larger than yours: New Hire paperwork: Job Offer (if not previously sent),Application/Background check form (if not completed at interview), W-4, I-9, Direct Deposit Authorization Benefits paperwork: Healthcar…
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To me, there is a difference between a protected internal network and posting information on the WWW. Who has access to the internal system? Is it password/firewall protected? Personally, I would inform applicants/new hires of what will be posted …
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In this day and age, I don't think a trailing spouse is any more or less likely to either stay or leave a job position than any other employee. Even as someone who has lived around the same area for 38 years, there is always a chance I will have to…
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JEP...Sounds like your agency had a good control mechanism to keep abuse from happening. Did the employees get to make a choice on whether they banked the first 24 hours? If so, was tracking it hard? I assume your payroll/timekeeping system was s…
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I see some potential issues: (1) Owed payroll costs rise as wages rise. Since pay is usually at the current rate, this would be a larger liability than first expected. Especially if you have an employee that banks quite a bit of comp time over the …
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I agree with TXHRGuy. In your original post you put "volunteer TO WORK". Unless this is a charity event and the time is truly voluntary (i.e. the employees who work it get no favors and those that do not are not punished in any way), I would be care…
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TXHRGuy....very well said. I started to post my opinion earlier today, but erased it before I was even finished. You said it so much better than I could have. Can I just copy your answer? *Ü*
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If you do pay as accounts payable, you need to look into the taxability of it to the employee. If you want to keep the same "benefit" for all employees, you need to be careful with the Medicaid plan participant. It might be illegal for the employe…
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I would recommend talking to a benefits insurance broker in your local area. They might have some ideas for you. And be able to tell you the cost of coverage and whether the group would be coverable at all. That said, we have 25 employees and to ge…
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Another pitfall: holiday weeks...how to handle different hours that don't fall into the pattern. For example Monday Week1 is Memorial Day when the employee should be working 9 hours....what do you use for his/her PTO for the day 9 hours or 8? What …
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You are liable under some laws but not others. Helpful, aren't I? [8-)] Actually here is a link to an update on personal liability for HR Personnel:http://www.ppspublishers.com/articles/personnel_policy_update.htm
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It is totallly legal to have exempt employees follow a timekeeping system and it does NOT jeopardize their exempt status, so I agree with your labor attorney. Here's jsut one quote "The DOL recently issued an opinion letter in response to an inqui…
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I'll weigh in on the biweekly side. It is much much easier schedule wise than Semi-Monthly. Both for the payroll processor and everyone involved. I can tell my supervisors that they need to make sure their employees have timesheet edits to me by 8 …
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How much overtime is generally worked? How many non-exempts do you have? What payroll system are you using? Are you currently doing both (semi for exempts and biweekly for non-exempts) cycles of payroll? Have you considered going biweekly for all …
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I would check with your insurance broker to see if the insurance would have covered it had you already met the deductible. Do you have any proof or doubt that the camera was truly in the car? Was it filed on a police report? Why was it in his compa…
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[quote user="regdunlop"]the first thing that comes to mind is that the ADA might protect this person if their condition qualifies as a disability. you may have to provide a reasonable accommodation (absent undue hardship) such as more unpaid leave.…
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I am the first to come back here and state that I had an issue where I needed information from the unnamed PEO above....from the 2005 401k plan year. I called Friday morning at 8:00am and got an email response with exactly the info I needed by 8:10…
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You might use the search button on the forums and type in "PEO". I know there have been previous discussions on them. I did copy and paste my last response, but it is pending post. You might find it faster by searching.
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Here is a post I made back in February (do a search under PEO on the forums and you might come up with more)...you can assume that you know who our PEO was.... From personal experience, we were the client of a large PEO in Texas until the end of 20…
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Interesting article I found while researching employee privacy for off hours conduct for another HR forum: http://www.nytimes.com/2007/12/30/business/30digi.html?pagewanted=print "...Employment law in most states provides little protection to worker…
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And here is an article on Dress Codes via BLR: http://hr.blr.com/news.aspx?id=77395 about the basic questions to ask to make sure your dress code is nondiscriminatory.
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Honestly, I could still argue both sides since you do agree it is not a BFOQ, so I can see your concern. Found an interesting article here: http://teacherlaw.blogspot.com/2007/08/teacher-dress-codes.html about teachers (if you take the religious pa…
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"Beware of the customers refusing to do business question. That path usually leads to trouble. For example, no court in the US will let you discriminate on the basis of race simply because your customers are racist. That one is well established." I…
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Since it is a non-profit religious orgnazation, but yet you call it a "church associated business", it is hard to tell whether it would fall under the Title VII exemption or not. There is no black and white general test for the exemption beyond act…
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I suspect at some point the movie lobby got to know the right people in Congress. [8-|] [~] {No really I just wanted to use the movie reel smiley}
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How familiar are you with US Employment laws? There are quite a few of them. I would suggest working on some type of certification that immerses you in US policies and laws. Also realize that the individual states have varying laws (wage, worker…
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Off the top, it doesn't sound legitimate. One question...is the weekly salary at least $455 per week? The correct weekly salary calculation should be annual salary divided by 52 weeks (or possibly 50 if they give 2 weeks unpaid vacation time)...…
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When you add in the fact that you have a high turnover rate, I would not suggest allowing negative balances. First, because it sounds like it could be much more common (not just 1-2 per year) than what we have here. Second, you would definitely in…