IT HR
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You terninated the person for insubordination. In my company this would be a policy violation and that is the reason that I would terminate the person. I would assume that you had your documentation in order before you did this. HRDir1 does bring u…
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Your benefits broker should be able to help answer some of these questions. If not, then maybe you need to look for a new one (I am in MD and can give you the name of one I really like). I am not sure what you are withholding as it was my understand…
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If training and development are that important to the company then I would say add this to the job description. "Required to attend at least 2 industry conferences/seminars a year." I am in the IT industry. We are required to maintain a certain nu…
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There could possibly be an issue - Christmas is on a Thursday so the week in between Christmas and New Year's runs Thursday - Thursday. So if the exempt employees work on Friday 1/2 then they would have to be paid for that whole week (Dec 29-Jan 2)…
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Just curious on the final outcome of this. Did the guy start work or did you withdraw the offer?
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I can see this both ways. If you want to see if this is the truth then tell the person you would like to send something to the family (flowers, plant, fruit basket, etc.) and see if you can get the name of the hospital where the woman is. We send …
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One other point. I currently have a HSA/High deductible plan for my employees. As hard as it is for them to understand the plan at the beginning (they didn't want to listen when they heard high deductible), my employees are actually saving money. M…
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Sounds like it is time for a new benefits broker. That is one thing I can say about my broker, when I call him he calls me back. We have a great relationship. I think you have to have that or it is time to shop around! I think each plan is going t…
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Welcome. I thought it was a good link and thought I should share!!
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Here are the states that have passed laws about this: Arizona, Colorado, Georgia, Illinois, Minnesota, Mississippi, Missouri, North Carolina, Oklahoma, Rhode Island, South Carolina, Tennessee, and Utah. Some of these states don't go into effect unti…
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HRforMe is exactly right that this could be considered discriminatory. You can't pick and choose which candidates you do a background check on for a particular position. If you run a check for one then you run a check for all candidates that reach…
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Here is a good chart that I found that gives info on all 50 states regarding cell phone driving laws: http://www.ghsa.org/html/stateinfo/laws/cellphone_laws.html
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I agree with efeldman. I would have your provider come in and talk individually with the employees. They are the "experts" on this matter.
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Having come into an organization before that was also in a state of caos here is what I did. I found personnel files and stuff that should be in the personnel files everywhere. I found personnel files in some of the managers desks around the opera…
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I think most of you that have dealt with any number of FMLA cases will agree that we sometimes need a degree in medicine (or have gone through med school) to figure these things out. I have dealt with a bunch of these same situations that TXHRGuy me…
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No it is not illegal to request this information. You can request the information so that you can contact them in the case of an emergency (i.e. weather related). I have to ask why you are asking these questions. If you are getting push back from…
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It is possible that indictments will show up on a background check. Different companies have different policies as to when they will disqualify a candidate for a position based on the background check. Also state law plays a role. Many states will…
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Most likely based on the physician statement this will qualify for FMLA.
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If you google personnel requisition form you will get a bunch of different hits on this form. You can look at these examples and pick and choose what you like to create your own.
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Remember you also have to look at state law. Many states only allow you to consider certain things on background checks.
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In the past here is what I have done, if the company put the person on unpaid leave pending the results, than if the results came back negative, we paid the employee for the time missed. If the results came back positive, the employee was terminated…
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I agree that with the new ADA regulations I think you are going to see someone claim this. My overall question is why do you want to ask this? What is the employment basis for this question? I understand some organizations (police, fire, etc.) ask…
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It is my understanding that smoking itself will not qualify but someone with a nicotine addiction that is not able to break the habit (i.e. has been trying many forms of stop smoking programs that are not working) would possibly qualify. This new A…
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This is always a tough situtation. On one hand the business doesn't want the unnecessary expense of cell phones for the off chance that an emergency happens but on the other hand the supervisors/managers want to maintain privacy. If your policy is …
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I agree with the others that how you are seen by managers/supervisors will depend on how the owners/President/CEO/top management sees you. I also agree that you need to find out what the reason is behind why you were hired. I have run up against m…
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When doing an update or if you find a mistake and need to do another form you never want to shred the original form. You want to attach it to the new form. To answer your question I believe you can accept a valid driver's license and social securi…
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I am not sure what tax consequences you are referring to. We do pay a quarterly bonus to some and also a monthly bonus to others based on the gross profit for those departments during the timeframe.
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The administrative exemption is based on two things: Salary test (this person passes this) Duties test (this person may or may not pass this) Based on your posting I would say they are non-exempt and should be paid overtime, but the answer is reall…
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I am trying to remember the name of the succession planning software we used at a previous company. It could keep track of when performance reviews were due and what the result of that review was, but did not have anything to do with the pay adjust…
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I agree with HRforME that this is a tricky situation and you need to talk to your attorney before terminating. Here are a couple of things to think about: Has this person been disciplined in the past for poor performance or is this the first time …