IT HR
About
- Username
- IT HR
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
I just read an article on some free tools online. I have not used any of these myself, so I would really look closely at this before using it if I were you. Free typing test at www.typingtest.com. Supposed to give words-per-minute results as well …
-
We have 35 employees. I send out an email on the morning of the person's birthday just saying Happy Birthday. I have everyone sign a office appropriate birthday card. I also get some sort of treat. I try to do different things (i.e. cake, ice cr…
-
There is no problem with limiting credit checks to only those that handle money. There are some many legal things to consider when running a credit check for employment reasons that if you are running them you should ONLY do it for positions that w…
-
I do send out rejection letters, although most of mine are done via email as that is the way that I communicate with candidates 99% of the time. But you are correct that many companies do not send out rejection letters or even notify a candidate th…
-
The letter we use is very similar to what Regdunlop gave you in the previous posting: Dear Candidate, Thank you for taking the time to apply for a X position with X Company. We are fortunate to have many well-qualified candidates apply for t…
-
Another resource is to talk to your local SHRM chapter. Some of the members may be able to give you tips and guidance for workers compensation that are applicable to your state/area.
-
First of all let me say that you are ahead of the game here. Many companies hire interns and just stick them with someone and don't have a structured program for them. The first suggestion is to make sure you have someone that is in charge of this …
-
I work for a MD company and we tax at the normal rate as well. I agree with the previous posting that if the company includes it in the last check with other hours worked then it could move you up to the next tax bracket, but not 4x. If you have a…
-
Most of the comments on PTO have been positive. Any negatives that we should be know about?
-
That's a good chart Califorian. Where did you find it?
-
Every year after I complete benefits open enrollment the insurance company (in my case BC/BS) sends me SPDs for my plans that I hand out to all of my employees enrolled in the plan. I would have the insurance company send you this information and y…
-
Why are they being very vocal about it? I agree with Califorian that something needs to be said to the supervisor about this. It seems like they are fueling the fire here. And depending on how things go you may have to say something to the other …
-
I agree with Lesley1947. You NEED to get an attorney/expert on unions. There are specific dos and don'ts on this subject, and you don't want to make a mistake that is going to be costly. You will need to train all of your managers on these dos an…
-
I agree with BKate about the power point presentations on HR.BLR.com. The one thing to consider about outside seminar programs is that they tend to be very vague and cover a lot of material in a little bit of time and so really don't cover any one …
-
I have used UHC in the past and been happy with them, but one thing to consider is the network. When I came to the company I currently work for I considered switching from what they currently had (Blue Cross Blue Shield) to UHC. When I started lo…
-
Absolutely raises the red flag. A better question to ask is - "This job requires you to work from 8am to 5pm Monday through Friday. Are you able to work these hours and days?"
-
We don't offer a concierge service but we do offer a dry cleaning service. They come twice a week to pick up and deliver clothes for our employees. The employees pay for the dry cleaning themselves. The prices are very reasonable and the service …
-
I have two separate binders - one for active employees and one for terminated employees. All of the I-9s are in alphabetical order. The rule for terminated employee I-9s is that you must retain the I-9 for 3 years after the date of employment begin…
-
If you haven't heard - there is a new I-9 form that must effective immediately. You can find it here: http://www.uscis.gov/files/form/I-9.pdf
-
You mentioned phone screening - I phone screen all of my candidates. As you mentioned preparation is a key component. I ask all of my candidates the same questions to make sure they have the skills/requirements we need for the position. It doesn't…
-
I am not in Washington State, but I can tell you from experience that most policies related to maternity/pregnancy leave that I have seen have been 6-8weeks. Some have defined it as 6 weeks natural child birth and 8 weeks c-section, but most have h…
-
Another good resource is 151 Quick Ideas to Recognize and Reward Employees by Ken Lloyd.
-
This is something I would take to a corporate attorney. If the company is signing a contract (especially state and federal contracts) that requires you to clear all the employees then you need to find out what your legal obligations are. It may be…
-
I have to agree with Califorian on this one. If meetings are a part of the job then the employee needs to do this part of his/her job or face the consequences. It sounds like talking to the employee is not working. The employee is being disrespect…
-
I agree with BKate. Just because you don't have an Internet Use Policy doesn't mean that you can't have a discussion with an employee regarding appropriate conduct. If you have a code of conduct policy I would refer to that. This employee is esse…
-
First, I think you need to investigate what happened. I would have both parties write down exactly what happened as well as any witnesses. Figuring out what caused the altercation is going to help you and the manager try to make sure this doesn't h…
-
I have paid relo for one of my IT employees. We paid $5000 after 90 days of employment to help defer expenses. In this case, the new employee was staying with friends in the area initially while looking for a place. At a previous company we paid f…
-
Depends on the type of office environment. If you have a professional attire required office environment then I would say that yes crocks should be banned. In that case I would specify that appropriate professional attire is required, including dr…
-
I agree with Joy1 that this definitely is not a pleasant situation to be in. I also agree that an attorney may be an option, but if you don't want to go that route, here are a couple of other suggestions. Is there an academic advisor or someone of…
-
I agree that it is going to depend on the employer whether it stays on record. If you are leaving during a particularly busy time or during a major project, upper management may not forget that very easily. Have you thought about might happen wh…