HRforME
About
- Username
- HRforME
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I agree it looks pretty blatant, but is this an internship program? Most internship programs discriminate in favor of young applicants since that is generally who has just finished degrees..because the overall pool of applicants is probably not age…
-
I agree with TXHRPro....I would do an audit of all I-9s. That would prove to any govt entity that the company made a good faith effort when it was discovered that the I-9 was not filled out correctly. In your audit, you could also run everyone throu…
-
I think it is going to depend on whether you want a tax-accountable plan or not. And also how large of a benefit you want to give. And on what the employer and employee feel is fair. And what the job descriptions are/how much they will be driving …
-
Based on my sources, Florida does not require that the employer show the employee their personnel file except "Employees and former employees or their representatives have the right to access medical records concerning the employee's exposure to tox…
-
Who is the payroll clerk's boss's boss? That is who the HR director needs to clarify this with. I agree that the payroll clerk SHOULD NOT be the one making this decision. The payroll clerk's boss sounds like a real winner. Again as to when an em…
-
Based on your reply, I would say that the powers that be need to make the decision on how it is accrued. But in 2008, how was it handled, even if it was all given at the beginning of the year...did a person with 2 1/2 years service get the lower am…
-
PTO is strictly interpretted by what it states in your employee handbook. When do you give the vacation? At an anniversary date? What's confusing about your policy is also that you give a 0 year employee 120 hours. I'd have to see the exact wordi…
-
What documentation do you currently have? Is it in writing or verbal? Has anything changed from the employer's side? I like to be proactive by sending too much rather than not enough -- so I would document what he has stated and give him the 15 da…
-
You do have to consider whether your company wants to allow more time and in what types of situations you would want to do so. You could use WH-382 "designation of leave", but it is a bit impersonal. Here is a sample that I found that is more p…
-
I am a member of another board called "benefits link". They have different forums for benefits and have one specifically for Exec Deferral Plans. Might be a good source of information. You should be able to find it by using google...it popped up fi…
-
I take it that you mean beyond the basic 401(k) plan? I strongly suggest finding a consultant that works with non-qualified executive compensation/deferral plans. I did when I was with Mercer years ago. There are definite tax laws (which have chan…
-
And you can definitely not do it if it brings the employee's wages below minimum wage or OT for all hours worked. That's from federal wage law (FLSA) From an HR perspective, I would use a different method to entice or discipline....for example, pl…
-
The employees can always file but benefits will depend on how long they have worked for you and for other employers in the benefit period and what wages they earned. Some states have a 1 week waiting period before the employee gets any benefit. What…
-
I am assuming based on your screen name that you are in Texas. I am not sure where you are getting the knowledge that this is illegal under FLSA. Here is a link from the TWC/Texas employer handbook about voluntary wage deductions: "Voluntary Wa…
-
I agree with Susan....the employer should definitely get something from the severance payment. That said, you need to think through the consequences if the employee refuses the severance and wants to stay to try to improve performance. In this econo…
-
Actually notice depends upon state wage laws. And also on your payroll calendar/workweek. Most states do require that you notify the employee before they work at the reduced rate, but not all states do.
-
The only time you can deduct from pay for a partial workweek is under FMLA conditions....so you can not DEDUCT for a day that the company chooses to close, but must pay them "full wages" for any week in which they work. If the company were to close …
-
What part do you play in this scenario? I am looking at this from an HR perspective. Does your employee handbook reference investigations? Ours has a statement that employees are required to fully cooperate in any investigations and failure to do …
-
We do and actually it is rather simple. When we have a new hire, I prorate the amount of vacation/sick time available through the end of the current year. Then at the beginning of the next year, everyone starts with a new (full) balance for the year…
-
I strongly suggest discussing this with your corporate tax accountant....the recordkeeping must be done in a certain fashion. And there are rules that come into play when the employee is allowed to use the car for personal usage. I would read thro…
-
Texas does not require payout of unused sick time and for vacation, just requires the employer to follow their company policy. And it is generous to pay for unused sick time. We are in Texas and do not allow any carryover, unless it is the employer…
-
We have been with UHC for 2006-2008. Each year their rates have increased in high double digits (24% the first renewal alone). Unfortunately due to these increases we have to change carriers this year. We found BlueCrossBlueShield has as good of a d…
-
We chose to do pay DECREASES rather than layoffs...I would have been very happy with a freeze actually. That said, what has been stated is that if we meet/beat our budget, a percentage of the excess will go towards incentive/bonus pay. I agree wit…
-
I am going play devil's advocate just a bit here. On the retaliation situation.....by not knowing who the complaint was from, either the supervisor or head of the office could inadvertently do something wrong. Unless they are super careful with EVE…
-
"Attendance at lectures, meetings, training programs and similar activities need not be counted as working time if the following four criteria are met: (a) Attendance is outside of the employee's regular working hours; (b) Attendance is in fact volu…
-
I agree...here it takes either the ex-employee's signature/authorization, a court order OR a subpeona. You just never know who is "posing" as someone who needs/wants information that they should not be allowed access to. I had a policeman call last…
-
This is an "outside the box" idea....First of all, keep your workweek/payweek the same. For instance say your workweek is Friday 5:01pm - next Friday 5:00pm...your current pay date is Friday. Assuming you pay weekly, adjust the paydate out 1 date i…
-
It is my understanding that this is a provision that hasn't been enforced, but is expected to be more in the future....with so many more employers providing cell phones to employees. I do know that due to what our accountant is saying, we have deci…
-
[}]Just a pat on the back, because it is not easy being the one who has to analyze all of the numbers. Luckily I didn't have the final decision making power, but still I was the one who got to communicate the nitty gritty details of the changes.
-
Unless those employees have some type of contract with you, you can change pay. And even possibly depending on how the contract is written. Most states however will not let you do so retroactively. The only thing you would need to watch for is "di…