IT HR
About
- Username
- IT HR
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I must be in the minority based on the postings here because I have done quite well with both Careerbuilder and Dice for recruiting IT positions. I have tried Craigslist before but have not hired anyone from there. I am going to try again because I…
-
I was actually following up on the comment made about what would happen if something like this happened in the US. There would be lawsuits flying every which way.
-
I would also imagine that the lawsuits would be flying based upon right to privacy. It would tie up the court system for years!
-
Good questions TXHRGuy. I will have to get her to write down the timeline for everything that has happened. Will keep you all posted...
-
Thanks for all the help. I will definately keep you posted on new developments. She had originally called me because she was upset about losing her benefits and wanted to know about how to get other benefits. I explained COBRA to her and gave her s…
-
I almost didn't post this yet because I really don't have all the information. I was just trying to get a jump on looking at some of the cases to see if there could possibly be an issue here. I am meeting with her this weekend to get more of the…
-
I wouldn't put the person on COBRA. I would do the same thing with someone on a LOA as someone on FMLA. I would give them the information on what they need to pay for their portion of the premiums and have them pay you. If they don't pay you their p…
-
I agree with TXHRGuy. I would and have granted FMLA when the person is eligible for it. If she wants to take 7 more weeks, I would grant her that request. Make sure that she fills out all the applicable forms, but like every other employee is requi…
-
I have the same type of service that TXHRGuy has, but I use Labor Law Center, Inc. I would recommend a service like this, as you don't have to worry about remembering to order a new poster everytime the law changes. Last year alone I think I got 4…
-
HRforME has given you some good advice. There really isn't a standard or general rule. In my industry (IT), my employees get certifications to further their development but also to help out the company. We are required by our vendors/partners to h…
-
TXHRGuy is absolutely right. As long as you have buy-in from top management (which in my mind goes hand in hand with having empowerment to act) then things will happen. If managers know that if they don't follow the procedures then, they themselve…
-
Here is a good article from SHRM regarding this toic. http://www.shrm.org/law/library/CMS_025725.asp
-
I don't see the need for this either. I suspect that issues like this are going to come up more frequently as background check companies start trying to look at all the different "lists" out there. My name is supposedly on the TSA Terror Watch List…
-
I agree with the other posters that you follow your policy. I also will get the contact information for the person calling and give the information to the employee as a heads up. I had this same situation recently and went to the employee. She was…
-
I am not a big fan of having the hiring manager doing all the work to hire new employees. With different managers hiring for different positions you are likely to have inconsistencies in your processes and the messages going out to candidates. You…
-
TXHRGuy and Regdunlop are giving you great advice. Gone are the days when someone says "I am going to kill him!" as a joke. When someone says that now employers need to take notice and do something about it. If not then you will here from another…
-
I agree that rebooting is the safest route. For those that were denied leave before, I agree not to tell them the company messed up, but if the supervisor knows that this person is still dealing with the issue that caused him/her to request FMLA in…
-
I agree. I will add that most of the job descriptions that have been written at my company involve the manager (or person doing the job) and HR. Involving multiple people makes sure that what the person in that job actually does everyday is reflec…
-
I would tie it to the manager's performance review. If the manager doesn't complete the reviews of his/her subordinates on time then they don't get a good rating on this key job responsibility, which could ultimately effect the salary increase this…
-
Here are a couple of questions, that when answered will us help give you some advice in this situation: 1. Does your company have a Drug-Free Workplace policy? If so, what does it say? Do you do pre-employment, random, and/or reasonable suspicion…
-
[quote user="nmccarthy"] Having a government contract(s) worth over $50,000 and more than 50 employees requires a plan for each facility of the contractor/subcontractor. [/quote] Another question - is the key word "and" here? What if you have …
-
I agree with the other posters about using the salary survey on this website. Another thing you can do is to watch the salary requirements of the people looking for positions that you are trying to fill. If you use Careerbuilder, Monster, etc. and…
-
In the past I have asked different questions to different groups of people. To the employees that have recently been hired: What recruiting sources were you using to find a job for this industry? What was it about our job ad that made you want to…
-
Depends on what state you are in. There are some states that have a 3 day or 7 day waiting period in which the person is not entitled to compensation until after the waiting period. What does your policy say? If you don't have a policy and your …
-
I am not sure I am understanding your question to us. Are you looking for different compensation plans for various positions in MIS? Are you looking for salary comparisions for the same positions in your area? When you say MIS, are you talking Sy…
-
I understand what you are talking about monitoring 300 people clocking in and out but think of something first. That nightmare will be nothing compared to what you will deal with if you end up with a wage and hour lawsuit with other employees jumpi…
-
I agree with the others that I don't think this is a good idea. Since you would have automatic deductions the burden of proof is going to be on you to prove that the employee did in fact take lunch and you should not pay them for that time. I susp…
-
Haven't heard a layoff spin like this one, but I did read that Chrysler is shutting down for one week this summer to save money to try to avoid layoffs. The employees can use vacation time if they have it but otherwise it is a week with no pay.
-
I dealt with this at a previous company. What it took to change was the message coming from the top down. The directive came down that all reviews were to be done on time. I talked about all the reviews that were due the next month in our staff me…
-
I'm sorry that you have had to deal with this and then on top of it, don't get any help from your HR Mgr. It is because of people like this HR Manager that HR can get a bad rap. Those of us that are serious about HR know that this is not something…