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Margaret Morford

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Margaret Morford
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  • [font size="1" color="#FF0000"]LAST EDITED ON 09-02-02 AT 10:22AM (CST)[/font][p]MYTH:We can give this person a raise and no one else in the department will know about it. I told him/her not to tell anyone. It won't be a problem. FACT: I can exp…
    in Favorite HR Myth? Comment by Margaret Morford August 2002
  • Cosmetic surgery is not covered under FMLA. I don't know about surrogate parenting. I suspect if you're pregnant, you're pregnant and it doesn't matter if you're carrying the baby for someone else. Margaret Morford theHRedge 615-371-8200 [email…
    in Sick Leave / Cosmetic Surgery etc Comment by Margaret Morford December 2003
  • See if your local hospital or mental health care giver will do these seminars for you. Many times they will do it free or at no charge as a marketing or community service project. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.c…
    in Employee Stress Survey Comment by Margaret Morford December 2003
  • I like Don D's idea above. It's much more proactive and helpful to your employees. Sometimes when you survey people about things, they become so focused on negatives that it makes them unhappy when they hadn't been before. You have to be careful a…
    in Employee Stress Survey Comment by Margaret Morford December 2003
  • What has your practice been in the past? If you don't have a past practice, what would you like to do? Most companies use as a rule of thumb that if someone is not gone more than 30 days, they will restore the employee's original hire date as an i…
    in Recall after lay off Comment by Margaret Morford December 2003
  • Well, I'm back as a heretic! I make the Self-Evaluation look as different from the actual Performance Appraisal Form as possible...and as easy to fill out as possible. The purpose of a Self-Evaluation is to get some good, honest feedback from th…
    in Employee Self Evaluations Comment by Margaret Morford November 2003
  • I'll be glad to but I need your e-mail address. Why don't you e-mail me and I'll attach it in a reply? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Bloodborne Pathogens Comment by Margaret Morford December 2003
  • I have one. Just e-mail me and I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Bloodborne Pathogens Comment by Margaret Morford October 2003
  • I'm back from my travels and finally caught up on my Forum obligations. I've faxed a copy to everyone who asked for it that provided me with a fax number. I didn't have fax numbers for dfeathers, lbremer or jklink. If you will e-mail me your fax …
    in Need Evaluation Form Comment by Margaret Morford October 2003
  • I have one that I have used with my clients and they really like it. It uses five rating categories, but overlays a numerical scale from 1 to 25. This means that those that are "meeting requirements" can be rated 11 to 15. This gives the manager the…
    in Need Evaluation Form Comment by Margaret Morford October 2003
  • I have a policy that prohibits this for any family member that is "directly or indirectly" in any other family member's chain of command to prohibit any undue influence or appearance of impropriety. If you want it, just e-mail me. Margaret Morfor…
    in Supervising Family Comment by Margaret Morford September 2003
  • My company writes a lot of handbooks and policy manuals for other companies and firms because the HR people are swamped these days and don't have time to do it. If you want to outsource this project to someone, I'll be glad to discuss it with you. …
    in Employee Handbook Comment by Margaret Morford September 2003
  • I have one I can send you that covers allowable expenses, time off to pick up the child, etc. If you will e-mail me, I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/…
    in Adoption assistance Comment by Margaret Morford July 2003
  • I have an Employee Confidentiality Policy that prohibits communicating confidential information even after the employee leaves the company. If that's what you're looking for, e-mail me and I'll send it to you. Margaret Morford theHRedge 615-371-82…
    in Employee Confidential Information Policy Comment by Margaret Morford July 2003
  • I agree with your attorney about limiting the amount of time you will permit light duty, but disagree about the pay rate change. The purpose of light duty is to return employees to productivity and not allow them to sit at home collecting a WC chec…
    in Worker's Comp Work Restriction Time Comment by Margaret Morford June 2003
  • Amanda, I have a policy I'll send you which includes a provision that if the employee leaves the company, the employee must reimburse the company for any tuition paid on his/her behalf in the last year. E-mail me if you want a copy. Margaret Morf…
    in Education Assistance Policies Comment by Margaret Morford June 2003
  • I have one I'll send you if you e-mail me. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Confidentiality-Help Comment by Margaret Morford June 2003
  • Mary, I have one I can send you that may help. E-mail me and I'll send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Lay Off Policy Comment by Margaret Morford June 2003
  • I'm not quite sure what you need, but I'll send you mine that covers everything from looking at porn sites to the fact that employees should not have an expectation of privacy about what is on their computer. Hopefully that will cover everything yo…
    in Computer usage policy Comment by Margaret Morford June 2003
  • Mary, I'll send you two policies - a general WC policy and a Temporary Modified Duty Policy (Light Duty Policy). Is that what you need? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/u…
    in Workers Comp Policy Manual Comment by Margaret Morford May 2003
  • To write a strategic HR plan, you need to first understand the business strategic plan. Ask for a copy of the current strategic plan and read it. Then find out who is writing the upcoming strategic plan. Go see that person and tell him/her you wa…
    in HR Strategic Plan Comment by Margaret Morford May 2003
  • We used to. Employees were automatically signed up for individual coverage (and paid the employee portion) if they didn't elect coverage or provide proof that they were covered under another policy. We made it a condition of employment, but didn't…
    in Required health insurance coverage Comment by Margaret Morford May 2003
  • I encourage my clients not to do exit interviews as the person is going out the door. I find that that departing employees are not always as candid as you hope because they want to make sure they get their last check and that they don't burn any br…
    in Exit Interviews Comment by Margaret Morford May 2003
  • I have one I can send you. E-mail me if you still need one. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Telecommuting Comment by Margaret Morford February 2003
  • Most people use a service to do this for them, like Equifax or Background America. If you're using a service, they will furnish all the forms and usually educate you about what you need to do. If you are not using a service, there are all kinds of…
    in Background Credit Check Comment by Margaret Morford January 2003
  • [font size="1" color="#FF0000"]LAST EDITED ON 01-07-03 AT 02:19PM (CST)[/font][p]Kathy, You're not going to like this answer, but each Affirmative Action Plan is different. You have to account for underutilization in various groups and explain you…
    in Affirmative Action Comment by Margaret Morford January 2003
  • David, I'll e-mail you one that I developed for my clients to use for company sponsored athletic teams. State law will determine whether it would be enforceable. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url…
    in Release form for parade Comment by Margaret Morford November 2002
  • If OSHA shows up to inspect, you have the right to send them to get a subpoena before you let them in. However, when they return a few days later, they will really mad and will throw the book at you. I always have them escorted to my office, try t…
    in Procedures for dealing with unannounced visits from outside agencies Comment by Margaret Morford August 2002
  • I set one up at my last company that the company put $15,000 in initially. We could loan (sometimes grant) people money from it. When we loaned, we charged 1% over prime interest. The employee signed a promisory note that allowed us to take the b…
    in Employee Emergency Fund Comment by Margaret Morford August 2002
  • [font size="1" color="#FF0000"]LAST EDITED ON 07-30-02 AT 12:27PM (CST)[/font][p]I have a short, easy front and back one-pager that I created for clients with large, non-exempt work forces. It has a numerical scale overlayed on five performance cat…
    in Volunteer performance evaluations Comment by Margaret Morford July 2002