NeedCoffee
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I know I recently read an article stating that, for various reasons, it is best if your hiring manager and firing manager are the same person. I have looked EVERYWHERE and I can't find the article, but as soon as I do, I'll post.
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For our hourly employees, we have a timeclock that reads their handprint and electronically "punches" them in. Since the employees' own biometric data clocks them in/out every day, we don't have them sign off on their timesheets. However, we've re…
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Agree with Marc - send to your counsel.
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As I stated before, if they are suing you, you will know about it before receiving a subpoena for records. That's why this is more than likely a fishing expedition. However, its more than possible to receive a subpoena without being involved in a …
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Nae - I came to HR from law, but since local rules vary so much city to city, much less state to state, you'll need to check with local counsel. Many lawyers contract out with a document retrieval service when they request documents. These are p…
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Nope, #48 is up near the top. There are few things that make me angrier than someone who says, "I don't have the time or interest to be informed about my country's news." That is just sad.
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From the 4th line of the summit statement: "We insist upon the separation of religion from state and the observance of universal human rights." Separation of religion from state. Sharia law is religious law, and therefore I do not believe it shou…
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I see this whole thing as an HR issue because we make decisions every day based on (1) the law, (2) business precepts and standard practices, and (3) commentary. For every person you hire, you make sure that you are complying with the law, not bein…
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They may not want to scan the pork, but they sure have no problem taking a paycheck that was paid in part by profits the store made on the pork, whether it was touched by Muslims or not... Interesting...
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Being in Texas, you hear Spanish while walking down the street almost as much as you do English, and your situation has come up in our workplace. While I really don't think you have a legal leg to stand on when it comes to the "business necessity" …
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I'm with Larry - we actually have a statement in our employee handbook about "no gambling," yet it doesn't stop people from asking me anyway. I basically tell them that the CEO does not wish for them to take place during business hours but that bef…
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Now, if we're going to start state-bashing, we're moving this thread to HR-Dee-Har-Har because it WILL get ugly.
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Sorry, this is long. It is not mandatory, but your original question was: "The more trouble they, or their lawyer, has to go through to get copies the better I am. Right?" I would say no. Remember that the purpose of a personnel file is to creat…
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We did the same thing as AJ SPHR. I personally think that it is the best way to limit your liability while complying with all applicable regulations.
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We had this exact situation going on - for us, it was beneficial to sit down with both parties separately, talk about the behaviors, and let the sensitive EE know that the CFO's behavior wasn't a personal attack, it was just their normal demeanor, a…
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You still can't re-verify the SSN - I know it sounds stupid, but you can't. Check the law on it. What you can do is tell the employee that you seem to have a false copy of their SSN card, and that if they supplied false documents to the company, t…
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Tina Marie - Under IRCA provisions, you can only reverify I-9's in the event that an employee was working here in the US on a status with a defined end date. When that end date approches, you can reverify that worker's eligibility (section 3 of t…
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I agree with Dutch - in my line of work, they would be ranked as listed. However, I could easily see how you could have a Program Coordinator who oversees specialists that are managed by supervisors...
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I think it's probably wise for you to check with your individual state laws on that - for example, here are the laws in Texas, taken from the Texas Workforce Commission: "Video Surveillance Same basic rules as for telephone monitoring – if audio is…
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Update: The EE has now claimed FMLA protection. The kicker? She qualifies. Today, right this minute, I hate my job.
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The big problem here is that if this absence is deemed unexcused, under our absence policy this EE would be up for termination. Normally determinations of excused/unexcused absences are made by the EE's supervisor and general manager. Neither of t…
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You can't have a rolling forward for the very reason you stated - that's why what we're talking about is a straight 12 month look forward. And there are no dumb questions - only dumb answers...I hope this wasn't one of them!
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And if you really want to be technical, your policy isn't even a rolling forward policy - there's no rolling. It's simply a 12 month looking forward policy.
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I think you guys are making this harder than it needs to be. If EE takes leave on 2/1/06, they have 12 months from that date to complete all leave. No matter if they take one week or 12 weeks, they are not eligible for another 12 weeks until 2/1/0…
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It is my understanding that the 12 month forward method is measured from the date an employee first starts an FMLA leave, which would be 2/1/06. The employee is not eligible for FMLA leave again until 2/1/07. Remember, those 12 weeks have to be us…
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After recently changing background check companies myself, I can tell you that 3-5 business days is standard, if not great! We now use a more expensive service that has longer turnaround time (5-7 days) but the search is much deeper and detailed. …
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HRH - background checks are a wonderfully useful tool! Here's some pointers. (Sorry this is lengthy) 1. Make sure you have consent, IN WRITING, from all people you are doing background checks for. There are guidelines for what these consent form…
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vphr - I highly agree with you! A successful program is based not only on rewards, but by discipline as well - otherwise, people do just enough to not get fired. If any of you have seen the movie "Office Space" then you know what I'm talking about…
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After offer of employment and before employment begins. However, you can let an employee begin employment with the proviso that continuation of employment is pending the outcome of a background check. Make sure you get consent if you run credit.
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We keep track of all employee absences, whether salaried or non-salaried. Employees are asked to get absences approved in advance, or if they are out for illness/last minute excuse, supervisors then report those absences to HR. This helps to enfor…