HRforME
About
- Username
- HRforME
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We got a lot of rain/rainbands through Wednesday and Thursday, but no flooding. We were out of power for 3 hours overnight/early morning, although there was no thunder or lightning. Not sure what that was about. We were North of a direct hit, so we…
-
I am a pet lover and have two pets of my own. Honestly, I think this is a benefit the employee can acquire on their own personally without the employer having to be involved -- just google "pet insurance". To me there are many benefits out there av…
-
IT HR and Barbie made some very valid points. For some reason, this is sending a flag off for me. I would seek employment law counsel in your area also. I think it also depends on how controlled your electronic procedure would be and how well you…
-
I would suggest visiting a local lawyer in your area. You have to make sure you don't get into anti-competition laws. I suspect states that do not allow employee non-competes would look disdainfully on this contact also. Anytime you get into contra…
-
There are only two possible exemptions that I know about: (1) Outside Sales -- http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_541/Subpart_F.htm; States that they are not required to have a minimum salary based on Subpart G (2) Section 7(i) -- here …
-
While I don't think it is illegal to use that information in marketing, it is definitely not best business practice. Could you turn them around by suggesting that they place the focus group message/request on a company bulletin board and get employe…
-
I agree with TXHRGuy. This is always the way I have seen it done in the past. That is, the amount prorated based how long it has been since the last increase. Some companies do this by offering the small increases to those that have gotten one re…
-
Our cutoff for PTO and benefits is 30 hours per week. Someone working 30 hours per week would still get two weeks vacation, but it would only work out to 60 hours rather than the 80 that 40 hour per week employee is earning. At this point, we only …
-
I agree that it seems to be more financial support (i.e. company matching) than volunteer/paid timeoff support for specific individuals. I do know companies that have charity drives (food, shoes, etc.) but few that have paid time off for individuals…
-
I find it interesting that the two responses, i.e. the two that do this, are non-profit organizations themselves. Is it because for-profit organizations aren't willing to give up the profit that comes from missed work time? (On top of the PTO that e…
-
Here's a good article:http://www.bricker.com/publications/articles/916.pdf Basically exempt employees MUST be paid if the office is closed for less than 1 week. You can require use of PTO, however if they are out of PTO, you still have t…
-
We did something like this (on our own) in 2007. We raised the deductible per person from $1000 to $1500. Family went up also. We "funded" any difference between $1000 and $1500 (up to 3 family members) and paid it out as taxable income when the e…
-
DH suggests the regular Monster and Dice as the places most of his IT guys go. He is in the Houston IT marketplace. He is a senior-level project manager. However, his last 3 positions (high turnover field) have been found through direct relationship…
-
I just read that brief yesterday interestingly enough. I do agree this might lead to forcing employers to be more proactive, especially when pulling the "we didn't know about the disability" card. But it is skewing the line on "perceived disabilitie…
-
Some options/things to consider: Make any holiday week a "normal week". Everyone works 8 hour days and are off for the holiday. This is easiest. The person still gets a 3 or 4 day week AND gets to work shorter hours for the week. Use the schedul…
-
CAVEAT: I would NOT provide the information prior to clearing it through your own employment counsel first. I would try to weigh the decision based on what documentation you have and how solid it is. For example, does your company have a written d…
-
You might check out http://www.aiga.org/. I have an article dated May/June of 06 that had some compensation amounts listed. I am betting that the 08 numbers will be out now or soon. And here is a directly link to one salary survey: http://www.aiga…
-
When I first started this job, there were no job descriptions. I created a standard template for analysis and description based on some that I had found online. It is not quite a fill-in-the-blank, but is a good standard template for how our compan…
-
Since it falls in List B, I would not allow it to be used for List C. "The comprehensive Lists of Acceptable Documents can be found on the next page of this Handbook and on the back of the Form I-9... If a person does not present a document from Li…
-
Sorry it's taken me so long to respond...I was on vacation last week [H] The website is www.payrolltalk.com
-
You are very welcome. I also have a good payroll one if anyone needs it. But I know most HR depts don't handle payroll (especially if the company falls under the Sarbane-Oxley Act which we do not). Since I wear so many different hats, when I f…
-
Here's a good posting on the Benefits forum I belong to: http://benefitslink.com/boards/index.php?showtopic=39059 Very interesting...and makes some points better than I did!
-
Your 125 plan document should detail when and if he can drop. Ours does not allow for it without a qualifying event. Here's a great website about "change of status":http://www.changeofstatus.com/resources/regs.asp
-
1st question -- Is your plan a Section 125 (pretax deduction) plan? If so, if he does not have a qualifying event, you might have an issue with being able to stop the payroll deductions. So there may be a question as to whether he can quit mid-yea…
-
I just read another scenario on another forum and the good advice given was "Do not speculate on causes or provide solutions"....or the cause or remedy. Instead address the problem -- job performance.
-
My first question would be how did you come about knowing this information? If it was through information received from your health insurance plan, HIPAA can come into play. If you confront and ask, you are opening up an ADA issue. Most employers p…
-
I would suggest Mercer :http://www.mercer.com/summary.jhtml/dynamic/idContent/1280770#1 Go down to "Total Rewards SnapShot Survey reports" and click on "PDF of the reports"..... There is a 2008 global snapshot and a 2007 Asian one. But I…
-
One very easy read is "Winning" by Jack and Suzy Welch. I received this book from my CEO when I was hired but before I started (a few months lag time). I enjoyed it and it is still on my bookshelf. Another one he has since given most of the employ…
-
Just my thoughts here : It can be immediately if you have the documentation that can prove the employee received the information. However some employers like to make it effective a little later to give employees an adjustment period (Depending on …
-
And with the extra clarification, I am standing right next to TXHRGuy on this one "With this understanding of the process, I don't think there's necessarily anything wrong with it but there are a few things not right with it." There is a better way …