NaeNae55
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- NaeNae55
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Comments
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Agree with Joannie. Plus, if courts have ruled against requiring English only for employees unless there is a specific business purpose, then it is not a far reach to include applicants.
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Maybe the best term would be bosses that make you crazy. I had a boss once who I could write a book about. One story that stands out is the first time I took time off work. I had worked there 2-3 years, many very long days, and often on weekends.…
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Wecome to the forum sanrog! I think when you consider attendance on an evaluation you are looking at approved scheduled leave as opposed to all leave. If I allow an employee time off for a specific event which leaves us plenty of coverage I don't …
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A payroll advance is different from a loan. A loan should go through tax free, with the employee paying it back (even if through deductions) tax free. A payroll advance is just paying an employee early. They would earn it back over time. The tax…
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[QUOTE=joannie;723147]You left one survey question out. "No, but I've worked for a couple of weasels". O:)[/QUOTE] Umm...I think they took that as a given. I don't know anyone who hasn't worked for a weasel or two in their lifetime (or three...or…
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I agree with the above posts, but I type up their responses while they are talking with me. (I start the interview with an explanation of what will happen and how it will go.) Then I read it back to them to make sure I got it right. People almost…
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Our policy states [B]up to 3 days [/B]so employees know that it depends on the circumstances.
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Perhaps someone from HRHero will chime in and give us a legal point of view....hint hint
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[QUOTE=Nevada HR;723116] You've got me curious now! Why would an employer take that risk?[/QUOTE] I believe that is the IRS's intent. Employees take a risk with the use it or lose it part, employers take a risk that the employee will use it all…
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I'm sorry, but I don't think I understand your question. Are you talking about expenses that you have reimbursed to employees (you don't need one if you have good documentation and you didn't reimburse more than the actual expense or more than the …
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Too bad, you can't fire the boss when he is also the owner. Gee Frank, as dumb as this guy was you should have figured him for the owner. Only the stupidist moves are done by owners (and sometimes people with zero experience).
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How much of his work could be done via the phone? Can you provide additional equipment at a minimum cost to help? How vital is this position? If our one of our sales staff was laid up they could still manage to do alot by phone. We would just ex…
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Nevada: I thought recent court cases had ruled against employers deducting amounts owed from the final check. Perhaps I am wrong. I have checked our FSA SPD and our severance policy. I think I can only make deductions from an ACTIVE employee. Af…
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I'm on my third doctor already! I'm ready for chocolate straight and intraveneously. On the upside, did I mention my sweet little twins in my picture turned 3 Friday? The wil' wascals!
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We only do customer service via phone. We rate our customer service three ways. One, how quickly are phone calls returned, two, unsolicited comments from our clients, and three, we occassionally send out surveys.
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Of course he doesn't have to remove it, and of course he will be sued by someone who doesn't get hired because they will have a basis for a discrimination claim. We don't ask those questions, but we have still had someone come in and start yelling …
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This makes me curious. If you don't take the employee back does it count as if you termed them for unemployment purposes?
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I take my coffee black, but it is decaf. Does that still keep me in the HR club? What about the fact that I spend a lot of my time doing accounting type work? Does that put me in the with the attorneys (heaven forbid!)? Hmmm. Perhaps my taking …
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The law does not have an age limit. Anyone earning income must pay the tax. If they want more specific information, I would direct them to the Social Security Administration.
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Just the words "obviously a nervous problem" scream ADAAA to me (ie considered as). But then, I am the accountant here so tend to look at loss risk automatically.
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[QUOTE=joannie;723021]Nae, if the rates are different, what do you do when it comes to overtime?:-/[/QUOTE] Personally, I wouldn't agree to this unless I could find a blended rate that the employee would agree to, but there is a method for computin…
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Joannie asks some good questions. The only other consideration you really need to look at is if there is a union involved (which may change everything). I assume your benefit documents state that the employee must work a certain number of hours pe…
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If he is off on FMLA for the birth of a child I assume it is for bonding with the child. If the EE is off for the birth, then sick leave, then back to bonding, you basically have intermittant leave. The law does not require intermittant leave for …
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Here are the requirements: [url]http://www.eeoc.gov/employers/eeo1survey/faq.cfm[/url]
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All you can say is that there was an investigation and that any appropriate action that may or may have not been needed has been taken. Then you remind the employee that if a complaint had been lodged against them that they would haved liked you to…
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[QUOTE=ACU Frank;722982]There are exceptions to the "must be paid for the whole week" bit.[/QUOTE] You are right, but as far as I know they are only the ones listed above and anything falling under a bona fide sick leave plan. Perhaps this is one …
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The law requires you to try to work with the employee to find an accomodation. It might not be their first choice, and it might not be your first choice, but as long as it is workable without being a hardship on either of you then you need to do it…
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Her permission is not the same as your policy. If it is your policy to allow deductions based on employee's authorizations, then this one qualifies. If not, the debtor will need to go through legal channels. Many organizations require the latter …
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Why is a temporary employee exempt? How long will they be working for you? We always pay temps on an hourly basis, so the issue doesn't come up. But my understanding is that if an employee is exempt and they work part of the week, you have to pay…
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I can't help wondering how much this email will hurt her in finding another job. The email is straightforward, and mostly just tells the employees goodbye. But will a new board worry about what she might say to their employees?