MS HR
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Beave, Don speaks words of wisdom. It's been an administrative nightmare for us. For example, we had one lady go out for a whole year, come back for six months, and go out for another year. Meanwhile the manager had to keep the job open for her, te…
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Beave, I, too, have to deal with commissioners so I can feel for you. Just be prepared for the union bringing this up at your next negotiating session. We have a donated leave policy available to all employees who have been with us for 12 months an…
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Beave, Heed Don's words. Would your upper management support doing this for any union employee in the future in perpetuity??? Don't touch this with a 10-foot tall. Your sentimentality and emotions are very evident. You're trying to be a "savior" b…
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Definitely I-9 forms. I have known of many illegals working dairy farms in Texas.
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any problem with male v. female pay inequities that could be raised?
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i think you're going to find that basically you can win an appeal only if you feel the hearings examiner or a.l.j. misinterpreted the law. if it's just that you would have come to a different conclusion won't fly. one bit of advice, if you appeal an…
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>[font size="1" color="#FF0000"]LAST EDITED ON 10-03-03 AT >04:05 PM (CST)[/font] > >"if any hr department drafts EEOC responses for a outside >client has it crossed the line." How do you distinguish between HR and the practice…
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termination is warranted as this insubordination will only escalate over a period of time. Unemployment laws vary, but it seems to me that you are better off paying the unemployment (or you can appeal, if you like) and be rid of the character forev…
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My first reactions was to ask, "Are You Crazy???" Actually, what you are proposing to do could be called an attorney welfare proposal because every attorney in your town would love to get a shot at suing your company for privacy violations. Don't d…
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would there be any chance of you emailing your rfp as i am about to do my first one. it would be greatly appreciated. [email]jchromy@ci.gulfport.ms.us[/email]
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I TOTALLY agree with nrdgrr. Louisiana does not require that you provide employees or former employees with copies of their personnel file. In particular, I would not do this with this pushy guy as he is searching for something to use as a basis for…
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I think you need to honor the manager's selection UNLESS in making the selection he did so for a reason that could be classified as discrimination of some type. BUT I WOULD ALSO go above his head and complain LOUDLY about what this doofus has done a…
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I think your union contract will prevail as it doesn't appear to exclude "early retirees" does it? Next contract you might want to clarify "retiree."
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wow, talk about insubordination!!!!! does your union contract provide for termination is such a case; if so, that's the route i would go.
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Be glad you can outsource to Paychex. When I'm talking about doing payroll, I mean everything from collecting time sheets, entering timesheets, to printing of paychecks and stuffing envelopes.
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we recently moved it to the comptrollers office because doing payroll is not just cutting paychecks, but paying taxes, w-2's at the end of the year, FICA contributions, wage garnishment payments, child support payments, etc. which we feel an account…
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Popeye, Granted your point of view is valid in some organizations like yours because you have developed it that way, but I'll bet if one of your directs were to "challeng" you, you would face the situation head-on in the same way the above posts rec…
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head to head. establish your authority now or forever be regretful. anytime expenses are incurred, such as overtime to attend meetings, must be approved by you. Ditto any "group" meetings ought to be coordinated with you as you might have some inpu…
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I think the previous two posters are giving good advice. The union is not, per se, wrong in requesting to negotiate the leave policy; you are not wrong, per se, for clarifying the policy. Whether you are guilty of an unfair labor practice should bes…
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I like your title. We are a municipality and we have a business development manager, but your duties in the position are far exceeding what we have. Again, I like your title.
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also check with your local employment security office. often they will have current rates in your business.
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call local dept. of labor. should be listed under government in local phone director. doesn't sound to me as if you are "contractor"
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See, if someone can interpret it as a litiginous comment, you could be on the defensive end of the stick. Why take the risk of exposure? Just use generic comments.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-22-03 AT 02:53PM (CST)[/font][p]don't do it. non-christians will be violated. stick to company policy and issue generic announcements. just my thoughts. (from experience)
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Shawn, My only concern is that your ex-employee will obtain employment in a similar position with a different company. Why didn't you just terminate so at least he wouldn't have an unblemished record and also wouldn't be able to get unemployment.?
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In Mississippi, a conversation can be secretly recorded if one of the parties is aware of the taping. So, pls. check with your state statutes about this.
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Better scramble, then, and have everyone do one and explain that the previous hr person overlooked the need for this and it is important for them to document their citizenship to avoid i.n.s. inquiries.
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Wait! Before you do that, check to see if all the I-9's are kept in a separate folder somewhere as actually this is the correct thing to do. If just some are missing, then, yes, I would ask those people to sign; but if ALL are missing, I'll bet that…