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Margaret Morford

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Margaret Morford
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  • I have a drug and alcohol testing policy that includes for cause, pre employment, accident, abuse of prescription drugs, etc. I'll email it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehr…
    in Release and Waiver (at termination) - and Drug Testing Policy Comment by Margaret Morford June 2002
  • I'd be glad to send them, but I need your e-mail. If you don't want to post your e-mail address, e-mail me and I'll send them by reply. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/ur…
    in Warehouse/Shipping personnel job description Comment by Margaret Morford June 2002
  • I have four that I wrote for a distributator client of mine. They include all the physical requirements to help with ADA. One is for warehouse inventory control, fork lift operator, receiver/truck loader and warehouse supervisor. Will any of thos…
    in Warehouse/Shipping personnel job description Comment by Margaret Morford June 2002
  • Paul, I'll send you one that I hope will help you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in E-mail and internet policy Comment by Margaret Morford May 2002
  • Also talk to your accountant about how this will have to be carried on the books and reserved for. FASB has a ruling that requires the estimated lifetime claims/value of this benefit be reserved for and carried as a liability of the company. Make …
    in retiree package Comment by Margaret Morford May 2002
  • I have some general language that will probably meet your needs. E-mail me and I will send it to you. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in confidentiality of business records Comment by Margaret Morford July 2002
  • Pat, I need your fax number. You can e-mail it to me. I'll be glad to fax you the form. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Employee performance improvement plans Comment by Margaret Morford December 2002
  • I need your fax number to send you these. You can e-mail it to me if you like. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Employee performance improvement plans Comment by Margaret Morford June 2002
  • Dawn, Are you looking for a better way to do performance reviews or are you looking for a system for addressing performance problems (Discipline/Corrective Action)? I'll be glad to send you a Performance Review Form that encourages employees to st…
    in Employee performance improvement plans Comment by Margaret Morford May 2002
  • Frenchie, I agree with you. Your attendance policy should always have a special circumstances clause. If it doesn't, do you have a leave of absence policy? I'd grant this guy a 6 day leave of absence, which would take you out of the attendance p…
    in Attendance Policy Comment by Margaret Morford April 2002
  • Socks or a band aid large enough to cover. Make-up will rub off so I wouldn't suggest that. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Tattoos in the Dress Code Policy Comment by Margaret Morford April 2002
  • Because HR departments are stretched to the limit, a lot of companies outsource creating a handbook and/or policy manual. My company has done handbooks and policy/procedure manuals for several companies in various different business segments. The …
    in Outsource Manuals Comment by Margaret Morford April 2002
  • Stephanie, When you say "contractors", are these independent contractors? If so, are you sure that your current health benefits plans will permit you to enroll people who are not employees? If they are truly independenat contractors, you can ne…
    in Must separate policies be written for different benefit wait periods? Comment by Margaret Morford April 2002
  • What do you do about inclement weather where employees feel unable to get to work or are scared to drive in snow? I have one client whose policy is not to permit people to use PTO to cover days missed due to inclement weather. However, the company…
    in Policy concerning national security systems - high alerts Comment by Margaret Morford March 2002
  • Do you mean a job posting policy so employees can apply for open positions, including positions that would be a promotion? I've got a job posting policy I'll send you with a form for the employee to fill out if you will send me your fax number. Ma…
    in Promoting Policy Comment by Margaret Morford March 2002
  • Don't forget that this would qualify for FMLA if your company is large enough and the employee has been with you long enough. Most of my clients say sick time is for sickness, not for bonding purposes, so they use only vacation time and personal ti…
    in Paternal Leave and/or Adoption Leave Policies Comment by Margaret Morford March 2002
  • I think the above suggestion is excellent. You might also consider telephoning the employees instead of writing them. You'd probably get more information. Mail them a free meal certificate for participating. Also, you can hire an outside contr…
    in Exit Interviews Comment by Margaret Morford February 2002
  • Sounds like extra work to me, unless the previous managers used it to generate some sort of special report. Can you get a termination report off your system? If so, I'd quit keeping that extra file. Margaret Morford theHRedge 615-371-8200 [email]…
    in Separtation Reports Comment by Margaret Morford February 2002
  • I think the ones you've suggested are good ones. Can your system calculate FTE's (full time equivalents)? That might help your managers budget. But if your systen can't be programed to do it, don't volunteer! It's too time consuming to do by han…
    in Reports for Managers Comment by Margaret Morford February 2002
  • The policy I like is one that gives credit for prior service if the person is not gone longer than they worked. For example, they leave after three years, but wish to return two years later. You would give them credit for their three past years of…
    in rehire policy Comment by Margaret Morford January 2002
  • Have them sign a contract that values this training at $X, which they must pay back in full if they leave the company within X years of completeing the training. Do not pro rate it. They stay the full amount of time specified or they owe the full …
    in scholarship policy Comment by Margaret Morford January 2002
  • If your enviroment is not one that is heavily regulated, do you really care about whether people watch TV during their lunch hour? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Appropriate Use of A/V Equipment Comment by Margaret Morford November 2001
  • Are you referring to flex time, allowing people to job share or allowing people to work from home? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
    in Flexible Work Arrangement Policy Comment by Margaret Morford November 2001
  • I have just demoed software by a company out of California that can produce state specific employee handbooks. They will also host it on their web-site for a small annual fee and you can check for updates at any time. They also can track who has r…
    in Employment Policies - Help! Comment by Margaret Morford September 2001
  • 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 Employee Evaluations Comment by Margaret Morford September 2001
  • Could you pro-rate an increase? In other words, If they transfer six months before their review date, give them 50% of what they would normally receive and then they wait a year for their next review. If the transfer is 3 months before their revie…
    in Transfer procedures Comment by Margaret Morford July 2001
  • Lynn, If you want your first-aid kits to be OSHA compliant, check the website for OSHA in your state and see if they don't furnish a list of what should be in them. You can also call your state OSHA office, but I wouldn't give them your company na…
    in First Aid Kits Comment by Margaret Morford July 2001
  • I would recommend testing all employees post-accident if they have to leave the premises for medical treatment or cause $1,000 worth of damage. This covers the employee who is not hurt, but backs the company van into someting or the employee who is…
    in Drug Testing Comment by Margaret Morford July 2001
  • 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 …
    in Evaluation Forms Comment by Margaret Morford July 2001
  • We had even worse turnover than that at one of my companies. We kept an alphabetical I-9 file. When we pulled the personnel file upon termination, we also pulled the I-9 and put it in the personnel file. When you get audited, the governmental age…
    in Maintaining Personnel Files Comment by Margaret Morford December 2003