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HRforME, sounds like you have your work cut out for you!! But I know that out of any of us, you are up to this challenge. Payroll is your baby and you know it like the back of your hand. You will have everything in tip top shape in no time. This …
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Are you looking for our opinion on this or were you just trying to give us some information on this? My opinion is that I still have yet to find an assessment or test that does a great job the majority of the time. I have seen some different tests/a…
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Since you are looking at employees in multiple states I would start by looking at the wage and hour laws in each of those states. Here is the website for VA: http://www.doli.virginia.gov/whatwedo/labor_law/powp1_faq.html Also if you have a subscrip…
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I absolutely agree with TXHRGuy on this one. You need to talk to your attorney. You could talk to the attorney about disciplining based upon safety but I wouldn't do this without legal advice. You are looking at a possible ADA issue here that you m…
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Pam - congratulations! I hope you are able to find a position in the very near future.
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Pam - sorry you were laid off. It seems like a lot of postings on the bb that I participate in are talking about how to handle RIFs, layoffs or the person got laid off and is out on the market. My husband works for a county government and is gettin…
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Welcome to the world of HR! I say I have stayed in this field over the years because there is never a dull moment and each day is different. You will laugh, want to cry (or just pull your hair out), and learn something new just about every day. You…
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I agree that based on the employer not following through with their end of the bargain that terminating this employee right now is not a good idea. I think you meet with the employee, let her know that she has not improved her performance since the…
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You are correct that these items should be kept separately. I would recommend getting a membership to this website (HR.blr.com) for the state you are located in and/or getting a SHRM membership. Both have information on HR policies and procedures. …
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The medical file should not be with the personnel file. It should be a completely separate file in a seperate location. Also discrimination notes and investigation notes should be kept separate.
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If you have a membership to this website, HR.blr.com, they have some good information. If you don't then you may want to look into it. They have a lot of good information for those that are new to HR. Just as a general guideline here are some of t…
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You will need to look at your plan documents (or contact your benefits broker) to be sure but it would if: Just got married so now is eligible to go under his plan or the husband is now eligible for benefits at his employment and the cost is cheaper…
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If you have a doctor's note that puts someone on light duty you need to follow those instructions or send the person to the doctor to get released. Even if you end up paying for that doctor's visit you need to do this. If not you are opening yourse…
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See this is why you do your homework and ask your HR friends about a system before you go sign up with a new vendor!! TXHRGuy - I sent an email to your Ceridan contact with no response. [:(] Anyone else I should contact?
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Thanks for the information! Are you using the Owings Mills service center for ADP? This is the service center they said we would be using. We just got our quote back and it is quite a bit more than we are currently are paying. Are you talking K…
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Funny thing...during the sales pitch from ADP the two things that the sales rep talked about were how awesome the reporting features are with lots of options and also that it doesn't take you ten steps to do one thing you need to do. We specificall…
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I am in MD. Anyone have ADP in MD or one of the Mid-Atlantic states? One of the biggest issues with our current provider, other than they can't get the accruals correct and we have had issues with employees mysteriously dropping off the payroll fro…
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1. Name, Address, Phone Number, email address, website, description of the company, email address to receive applications (which is different from my contact email address) 2. Name of position, location, position description, requirements for th…
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I just went to google and typed in digital media job description. I got a bunch of hits. Many are state/local government and/or colleges/universities that have the information out on the web. I would look at a bunch of these and use them as a basi…
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I would have the supervisor of the ee who wears too much perfume bring her in and talk to her. Be sympathetic but at the same time explain that there have been numerous complaints about the perfume and that you are asking her to tone it down a litt…
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The answer is really going to be on a case by case basis. Employees are going to complain about things no matter what you do. Some more then others. Some for what you think might be the stupidest (is that a word?!?) thing. What I have found is t…
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I don't have a good resource for you but I can tell you what I did 3 years ago. I had production employees that worked 3 shifts M-F in the uniform/textiles industry. We paid $.50 more per hour for 2nd shift (started at 3:00pm) and $1.00 more per ho…
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I agree with HRforME that you just state that you have put a formal plan in place and that is why a change is being made. You are on the right track with what you do for one you do for all. When I worked in a manufacturing environment we had differ…
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You stated that you have no other suspicions of drug/alcohol abuse. Here is what I think I would do. Get a drug/alcohol policy put together and implemented. Do you have a drug/alcohol policy at all (something that says no tolerance for being unde…
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Here is what I have done in the past. I have found that the quicker you get someone back to work, the quicker they are to get better (whether it is work related or not). I have done my best to accomodate light duty where I was able to. It never f…
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Here is what I have done in the past. If someone was rehired within 5 years then we readjusted their original hire date to reflect the time that they were not with the company. Here is an example - X was hired on 6/1/05 and terminated on 1/1/08. …
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We have company issued cell phones/blackberries. One thing I want to address from the OP is the comment about why someone needs to have a personal cell phone on at work. I have a company issued cell phone/blackberry but I also have a personal cell …
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Now that you are talking about a possible ADA issue I would consult an attorney. This sounds like it could become a very sticky situation and I think the best course of action is for your attorney to get involved.
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I get a laugh everytime I hear that people have used their company email to write personal emails and don't think that the company can and does monitor what they are saying. Most companies now have some sort of policy about email being the property…
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Some of the answers to your questions are going to be depended on what state you are in. One state I worked in an injury related to repetitive motion would be denied under workers comp laws. The state I am currently in would cover this under worker…