HRforME
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No, it is not against any laws. Unfortunately, there is nothing to say that HR has to work in the employee's best interests. Those in HR get paid by the same owner that you do. You are not the one paying her salary. If you want that, you need to l…
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(1) What state are you in? (2) Under FLSA, the employer must track hours worked. If you automatically deduct 30 minutes, then you need to make sure that each employee is actually taking 30 minutes each day, otherwise you are not paying them for act…
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Unless she could provide a very good explanation, I would not allow something that is an SBP/SOP to be negotiated. I would allow her to go by one last name or the other. I too would be wondering who she is hiding from. If there were extenuating c…
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I have been through the process (broker transition not HSA->PPO) twice. Some of my notes: (1) Make sure the salesperson/presenter is going to be your main contact once the transition is made. I have had too many brokers who send their best/brigh…
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I know I've already answered this specific question on another HR forum. I gave you our specific language verbatim. The three or four posters after me told you theirs was the same as ours. It is a very standard type of policy. You can also goo…
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Not only does it matter what state you are in, but there also could be some different laws/rules since you are a public employer (vs private). In any case, many times personnel files are broken into different types such as (1) payroll records (2)…
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Our policy is if the employee just calls in to check messages, etc., yes, we still hit the PTO balances for a full day. If it is for more than an hour or two, we decrease the hit to the PTO bank (i.e. credit back the time worked). But the exempt em…
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If an exempt employee is out of PTO and works part of a day from home (checks email, answers work related inquiries, etc), then yes, you would have to pay him/her for the whole day. The only time you can dock (PAY) is when they take a full day off.…
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Totally agree with having an attorney draw this up. There are definitely land mines. Especially if the person is over 40 in age. Also you need to give them a revokation period regardless. 7 days will usually suffice for those less than 40 years…
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Ours are company wide initiatives. Usually they only come after a "liquidity event". We are a real estate/property management company. The owners believe that every employee contributes to make the company a success ...down to the housekeepers and…
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I don't know if you would consider ours to be "alternative" but I have a standard blank form that includes basic info (hire date, salary history, etc). Since we are small, I sit in all performance appraisals and take notes on the blank form. I have…
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"The employer must, of course, treat an employee who has used FMLA leave at least as well as other employees on paid and unpaid leave (as appropriate) are treated. " from http://www.dol.gov/elaws/esa/fmla/faq.asp And here is a DOL Opinion Letter on…
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ITHR-- email me at resumeHR2007 at gmail dot com and I will point the way TXHRGuy -- I'd love to see whatever you have. I love researching/reading and willl read through anything!
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[quote user="TXHRGuy"] [quote user="HRforME"]W-4: You need to get a new w-4 each year for any employee who has claimed "exempt" from FIT. There is a deadline in February that if they have not filled out a new one, you need to change their election…
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W-4: You need to get a new w-4 each year for any employee who has claimed "exempt" from FIT. There is a deadline in February that if they have not filled out a new one, you need to change their election to Single with 0 exemptions; I also get a ne…
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I have to agree with Barbie. There are many recruiters, etc that will use a situation like this to compile data for something else. If you are willing to take anonymous data, I think you would get more responses. Otherwise you might pick some of…
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I see the liability from the employer's side of not doing something, but what is the employer's responsibility for making sure this isn't a bogus complaint? You have to balance those two...it is not an easy call either way. I know a lot of times peo…
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Great advice by TXHRGuy -- While I agree it is a tough balancing act and see the other messages posted, my radar is going off with "a customer" calling who "only gave his first name" who saw this person off duty. If this were a well known customer …
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Did the company file a claim with their workers' compensation carrier? If not, how are you charging the company for the claim? I would add this into the cost of the claim. What state are you in? You might check with the state dept of WC to see wh…
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Mabel brings up a good point-- that is, young people right out of college are much more likely to talkabout how much money they will be making. Moreso than any other group, I would imagine. I remember sitting around talking about our job offers, pa…
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I have found a large group of overly-educated and under-experienced Gen Y'ers lately. Many students graduating with their Bachelor's degrees are realizing that it isn't enough to make the $s coming out that they want, so they are immediately going …
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It's hard to say without knowing your industry, business or geographical location, but here are some things I would look at: I would look at overtime costs. Is that time truly needed from a business productivity standpoint or are (nonexempt) emplo…
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Your responsibility as an employer is to get a valid W-4. That means making sure it is signed, etc. Claiming EXEMPT is a valid choice. You do not know what other exemptions he has on his personal taxes. You can not be held responsible for his un…
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Here is one of ours: The employee handbook describes important information about COMPANY and I understand that I should consult my supervisor or the Human Resources Department regarding any questions not answered in the handbook. I have entered into…
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Honestly, I think there is still a negative perception of those that telecommute, because in most cases it would be easy to scam the system. Especially if there are more distractions at home (children, personal phone calls, etc) that no one at the …
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You will need to convince either side of the opposite's value. How about "lunch and learns" or training hours? Where each side puts together a presentation -- the newer employees could do them on teaching new technology (and how it could make the e…
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I'd also be very very careful that your suspicions do not lead to any type of retaliation. The example I have seen more clarification on is the one in which an employee on FMLA is seen working a second job during the FMLA leave, and the DOL's opin…
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Around here, we have a few college-aged boys/men who will eat anything not attached to the table. We often have "leftovers" from the CEO's private events, company catered parties, etc. I have yet to have an employee complain about any free food. …
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FindLaw has a great checklist for Sex Harass investigations that could be modified for other types at : http://smallbusiness.findlaw.com/business-forms-contracts/form2-39.html
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Does the employer fall under eligiblity for FMLA (more than 50 employees in a 75 mile radius)? Does the employee fall under eligiblity for FMLA (more than 1250 hours in the last year, more than 1 year service, etc)? Does the sickness/injury fall und…