HRsage
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[font size="1" color="#FF0000"]LAST EDITED ON 02-20-04 AT 12:14PM (CST)[/font][br][br]I agree with the other posts. You need to see the original documents to satisfy the I-9 requirements and then fill out Section 2. You can make copies after yo…
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If you're this unhappy and working for a boss that doesn't seem to want you there then it's time to move on. I agree with Don, the EDD will probably call it a constructive discharge and grant the UI. But you can't count on that. I see that you …
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This has been discussed awhile back on the forum. At the time I thought the answer was no. However a fellow forumite provided a resource stating that it was legal to demand a SSC only for payroll purposes. I can't recall what resource it was, I th…
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I'm not a fan of requiring ee's to have direct deposit, but I understand why companies do so. We do not require it but we highly encourage it. We passed out a flyer with the "Top Ten Reasons" to have DD. It included things like not having to com…
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[font size="1" color="#FF0000"]LAST EDITED ON 02-11-04 AT 03:50PM (CST)[/font][br][br]I was thinking Tourette's also. I've never heard of ADHD being cause of outbursts like that, and I know a lot of people with ADHD. They just tend to get impatient…
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LindaD gives some great input. It is up to the employee to get his paperwork to the INS in a timely manner so it can get processed BEFORE the expiration date. So many EE's wait until the week before and then expect us to wait for the updated info.…
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If Mwild's number doesn't work, I've used this one to verify SSN's- 1-800-772-6270. The online verification is still in the pilot phase with limited availability. Like Don said, if the numbers are not a match then suspend them to allow them to ge…
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I'm not mudslinging- I leave that to politicians. I was merely commenting on the overuse of the term that has saturated this whole thread. Others have been commenting on the harshness of your posts, I'm simply talking about that term being used o…
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Wherever it is, I just hope I never have to read the term "mumbo jumbo" again. xflash
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We are a large company and we also scan all of our documents. We only allow HR access to any of the records. I love it. We send all the paperwork to a central location where they scan everything. It makes accessing the documents a breeze.
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Hatchetman gives some great info and some very useful websites that I use all the time. I also use the Labor Law Digest that he mentioned as well. The Chamber of Commerce also has a website that is for HR in CA. Here's the link: [url]http://www…
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Didn't you say that he's been there since 1999? If the conviction was in 94 wouldn't that be within the 5 years? Am I just counting wrong again?
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I was wondering what he put on the application as well. I assume your application asks about convictions. If he put "No" then it was a lie and you can term easy enough. I would still term anyway to err on the side of caution as Beagle said. I d…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-19-04 AT 02:20PM (CST)[/font][br][br]Pork, I must kindly object to the suggestion that his SSN be verified and questioning his legality for employment because he is Hispanic. The EEOC is already inv…
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Let me see if I have this right: 1. He's had the tattoo for awhile. 2. He doesn't cover it one day and a citizen complains. 3. You want to fire him due to the complaint but he's on leave. Why would you fire him? Can't you just tell him to keep …
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It's deja vu all over again. x:D The other school of thought on this topic is that Green Cards do not and should not be reverified. An expired card can't be used for the I-9 for new employment, but if it expires under current employment then it's…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-13-04 AT 04:10PM (CST)[/font][br][br]"And we're not talking about one or two people...we're talking about the whole bunch (100+ persons)" I'm just wondering how you can be so sure that over 100 peopl…
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I would just focus on the email policy violation and forget about the INS issue. Even if you did notify them I don't think the INS would really care that much about someone that's here illegally "looking" for a job. Just my thoughts. Denise- i…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-07-04 AT 12:21PM (CST)[/font][br][br]It was mentioned a few days ago that CA passed the Bounty Hunter Law. This is also known as the "Sue Your Boss" bill. This law actually encourages ee's to sue t…
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Yes, this is yet another fine example of the many ridiculous laws that our recalled governor signed prior to being tossed out of office. This law will undoubtedly create many lawsuits with employees and lawyers drooling with anticipation of big mon…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-22-03 AT 05:51PM (CST)[/font][br][br]I agree with Beagle. I wouldn't consider it gross misconduct if it was just for a positive drug test. You might be able to consider it gross misconduct if the dr…
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I've had an employee call in sick in the morning and then come into the store later that same day TO GO SHOPPING! Her excuse was she was feeling better and we were having a great sale! Nrdgrrl, your situation is different. Your ee was spotted on …
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If he doesn't have his EAD yet then he is not authorized for employment. As Don said, you can't hire him until he shows you the proper document(s) listed on the I-9 form. He can check the status of his paperwork on the INS website by entering his…
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This is another one that varies by state. I believe in IL a former employee may request the information for up to 1 year after separation. This info can be found on the IL DOL website. Here is the link: [url]http://www.state.il.us/agency/idol/f…
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San Fran and Mwild have provided some great info on this, and as noted, CA is NOT the only state with laws like this. CA is however,more strict in regards to the ADA implications due to our state disability laws. I think CA Disability laws would…
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I don't know if I would even disclose something that I was only "accused" of, unless it was specifically asked of me. We only ask for convictions not accusations. The main issue to me is the theft. That's pretty cut and dry to me. He stole, you c…
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If you don't care Beagle- you can be Newman!
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I agree with Don and Mwild on this one. The employee seems to have an alternate agenda if he is only offended by the Jewish symbol and not the others. I say leave them all up and teach ALL your employees the importance of diversity and understandi…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-24-03 AT 06:54PM (CST)[/font][br][br]Get rid of him now. A UI Claim should be the last thing on your mind. I'd be more concerned about the safety issues you've mentioned. Would you rather be saying, …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-24-03 AT 05:57PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 11-24-03 AT 05:53 PM (CST)[/font] As long as the information was REQUESTED by the prospective employer and the infor…