Irie
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- Irie
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My database contains all information for the EEO and the OFCCP since we have to use two separate identifiers to complete our Affirmative Action Plan. My I-9s are in a notebook in alphabetical order. When the OFCCP came in and wanted to see my I-…
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We're a manufacturing facility. The office employees can wear capris however, the shop employees have to wear slacks that cover the ankles.
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Our Accounting Department handles the petty cash as well as making the rules for reimbursements.
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Are you talking about the self-identification forms that applicants complete? If you are, those forms should be recorded on your daily applicant flow log (if you are a federal contractor). Make sure you keep them separate from the applications. I…
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Here's a link to the OFCCP's sample plan. [url]http://www.dol.gov/esa/regs/compliance/ofccp/pdf/sampleaap.pdf[/url]
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If you are required to have an affirmative action plan then you must have applicants self-identify as well. This information would be reported in your AAP not on an EEO-1 form.
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"Sooo - I will begin reporting this year. I think we will need to resurvey all current staff, as we have no reliable statistics right now. We also have pretty high staff turnover, so a lot of planning and training will need to go into rolling out th…
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Frank: I'm curious as well. Please let us know.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-10-07 AT 07:06AM (CST)[/font][br][br]Interesting...I polled my employees (250 people, manufacturing, hourly and salaried) and had a 100% response. Absolutely no one had a problem identifying themself…
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NeedCoffee: This isn't the self-identification form that an employer would use, this is a copy of the EEO-1 report that federal contractors need to report on. The only information this form gives is the breakdown of race, ethnicity, and classifica…
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I agree with your attorney. Let them burn up their PTO and then if their absences continue, apply your attendance policy just as you would apply it to anyone else. If they continue to be absent on Mondays/Fridays then it won't take them long to wo…
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I would not file any information that pertains to an employee's health in their employee file. Keep this documentation in a locked separate file with limited access. Even though it may not have sensitive information on the health insurance applica…
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Search "all forums" for "english only". Also check the selection for searching the "archives". It may take awhile to get the results but there are quite a few discussions about this subject.
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This subject has been discussed many times on this Forum. Do a search and I think you will find your answer.
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No, you don't. Also, if someone has a permanent resident card you do not have to update their I-9 either. Search this forum--we have discussed I-9's at length here. You will find a lot of information.
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Sorry I don't have an answer but have you contacted the Arizona Department of Labor? Perhaps they can help you.
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Our exempts and non-exempts get paid on the same days: the 15th and last day of the month. We all complete a weekly time sheet and our pay is adjusted accordingly on the next payday. We do not hold back a week for salaried employees. If you are …
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We used to allow employees to take days off without pay to "save" their vacation. I finally talked TPTB into making a policy that employees use PTO prior to taking time off without pay. TPTB then realized that absences declined once the employee h…
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We pay our employees if they sit around and wait for the lights to come back on. If we send them home after awhile when we determine the lights won't be coming back on we pay them until they are sent home. If they wish to offset the unpaid time w…
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Under our policy we would require that they use a vacation day for Monday, thus they would receive a full-week's pay.
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We bring back through a temporary agency previous employees who have been terminated for attendance issues under our point-based attendance policy. We would never hire them back however. I don't believe we would ever bring in an employee who wou…
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What a pain. Now I have to make the new poster fit the spot on my combined federal all-in-one poster (same thing I had to do when Ohio changed their minimum wage at the beginning of this year). I shrunk the new federal, cut it in half, laminated i…
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We're a manufacturing company and observe the 4th of July on the 4th no matter where in the week it falls. (If it falls on a weekend we give employees either Friday or Monday off.) At work the other day we were having a discussion about this ver…
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I wouldn't stack the notices. Make sure your employees can see each required notice.
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I'm not aware of any requirement. If you pull the poster from the government website then I would think the size would be fine. Am I missing something here?
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Manufacturing company with 220 employees. Payroll is done in the accounting department. Thankfully not the HR department.
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It is perfectly legal to track an exempt employee's time as long as you do not dock their salary. This subject has been discussed at great length on this Forum. I suggest you do a search and you will find much information.
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Go to [url]www.salary.com[/url] and you can look up just about any occupation in any major geographic area.
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Our shift differential is paid per shift. We run three shifts and each employee assigned to that shift gets the differential. If a first shift employee works outside of their normal shift times by a couple of hours we would not apply a shift dif…
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I was under the impression that comp time for non-exempts was not allowed in the private sector but that overtime had to paid for any hours worked over 40 in a week. I'm off to see if I can find something in the regs.