HRforME
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You are right you don't have to be concerned about FMLA, but you do need to be concerned about discriminating due to pregnancy under the Pregnancy Discrimination Act (PDA). http://www.eeoc.gov/facts/fs-preg.html states "An employer cannot refuse t…
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I agree with the others. We have a no solicitation policy. Every once in a while an employee will put a fundraising flyer on the table in the lunchroom, but we do not allow them to use the email system to notify anyone that it is there. The respo…
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I think larger companies that have a lot of exposure comment as do law firms and HR consulting firms based upon what their clients are expressing to them. And I do think it can make a difference. I think that is why certain regulations are changing…
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try this email: resumeHR2007@gmail.com. It should get you to me without my main address getting a lot of spam hopefully.
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From personal experience, we were the client of a large PEO in Texas until the end of 2005. I was hired by my company with the express desire to pull all of our benefits/payroll/HR out of the PEO. The first thing I did when I came in was to estima…
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Also under TX State Unemployment, the judges tend to rule more in favor of the employer IF the employer has warned the employee and told them "your job is in jeopardy". The person has to have been warned that they could lose their job if they don't…
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It's not illegal to be a jerky boss, even one who screams, interrupts or has a horrible temper. But it is not best business practices either. Unless she is discriminating based upon a protected characteristic (i.e. she only screams at men or asians…
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While law enforcement definitely encourages it, unfortunately courts and juries have discouraged it, at least in the few cities we have owned apartments in. By doing/having certain things, you can assume much more liability than you ever imagined.…
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{While I think cameras can be a good security feature, make sure you look into the liability of having them and promoting them to your tenants. In reality by doing so, the property owner might be picking up more liability than that of an employee s…
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I too have to wonder if it is a sham site to get basic information on people (especially salary information). Because it asks just enough questions (service, field, wage) to collect it for use elsewhere. I think those companies that pay recruiters …
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I have to wonder when their marketing is: you're happy at your job you're good at what you do you're not looking for a new job what kind of candidates are they truly building a database of? Do I really want to PAY to interview a person who claims to…
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I totally agree with TXHRGuy on this one. This is not a can of worms that I would open without having very specific documented business reasons for doing so (i.e. it is a key employee, hard to replace, succession planning, etc).
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I agree with TXHRGuy. We allow exempt employees to make up missed time (either by staying late, coming early or working over the weekend) without docking their PTO. However most of our exempts do not choose to do so because most don't end up using…
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[quote user="IT HR"] I don't get why people want to go on national TV and "air out their dirty laundry"! [/quote] I honestly don't get it either, except from what I have read about Generation Y wanting fame more than anything else. But honestly a …
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Well, no openings in HR and as a matter of fact, the receptionist IS my Mom! [:D] But yes, those chores were in the job description prior to hiring her. The last receptionist was responsible for those things also. Part of our issue is that the rece…
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Honestly, we are lucky to have a very good janitor, a great receptionist who helps with the housekeeping (dishes into the dishwasher, unloading, etc) and a office manager. We haven't had too many problems since they take care of the minute details.…
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If you terminate him prior to being medically released, it is my understanding that in Texas, WC will continue to pay lost wages until such time as he is medically released. Lost wages are usually a percentage of full wages. The question is would y…
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I would get more education on Benefits and Compensation since they tend to be a very large part of most HR departments. CEBS has a good certification for these...tends to be weak on training/recruiting, safety and union issues but great on the rest…
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-->Are you asking about exempt employees working less than 40 hours per week? It is my understanding (based on the fact that I work 30 hours a week and am exempt) that a flexible position such as mine can be exempt. The company still does have …
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I agree with the decision to terminate. Mostly because you have all the documentation that you need. Multiple warnings, a witness to the last incident, etc. I agree with getting statements in writing from both the coworker and the customer, if you…
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I would have the superintendent document the termination and final reasons for it anyway. There is nothing in Texas law that requires a signature on the documentation. Oftentimes when we terminate for "no call no show", we don't have access to the …
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Here is a great link to an article by the EEOC themselves: http://www.eeoc.gov/policy/docs/fmlaada.html I agree with the others that I would get an employment attorneys advice. Because I know of at least two court cases that are detailed in this a…
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[quote user="TXHRGuy"]The non-PHR/SPHR certification programs are mostly junk. Or, more precisely, I don't know of one that isn't junk. A PHR would be a great career move for you. I have a master's degree in labor and industrial relations, which …
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Honestly, yes we do check up on candidates and their online presence especially if they list a website on their resume. But as a job-seeker, I would not depend on every employer to do so. Many do not, because they do not want to know certain things…
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Our last retiree got a years pay....after about 25 or so years of service..which works out to be about two weeks for every year of service. We have no pension plan otherwise.
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All of our new hires are eligible from start date. But we usually only have 1-2 per year fortunately since we are small.
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What is the job/description? Does this position work with the public? I think you need to look at the actual job duties and interaction with others before automatically writing this candidate off. Plus like the other poster said, misdemeanor assaul…
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Law on personnel files and what the employee MUST have access to are state specific. What state are you in?
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Along the lines of what RegDunlop posted, you also need to make sure you are paying AT LEAST minimum wage. Federal laws FLSA state that you can not drop a person's rate of pay below minimum wage for involuntary deductions. And company tools are gene…
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I agree with TXHRGuy on this one. Make sure you check the date it was posted. Monster holds on to resumes for a very long time unless the poster remembers to go out and delete it. I would not read any intent into it unless it is a very fresh post…