POPEYE
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Our Testing Service comes on-site to do our random testing. We do quarterly for all 3 shifts and will have approximately 30 tests performed. Part of our negotiation for service with this company was that they would perform on-site randoms as well …
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WOCO Frank - Could you please post a job description for this wash/was position? Sounds like something we all could use!!!!!!!
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[font size="1" color="#FF0000"]LAST EDITED ON 06-05-03 AT 07:32AM (CST)[/font][p]I would caution that if this is the first time you have run into this request that you are setting a precedent or if it is not the first time, your precedent has been s…
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>> It could be handled either by paying them for the holiday, giving >them a 'floating' day of their choosing or, give them a day off in the >same week. The last two options avoid paying overtime. > HS- Are you saying with op…
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We only respond to written requests and only with the EE or former EE's written consent. We only give dates of employment, position held and ending rate of pay. Record Non-disclose to any other questions.
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>I know it seemed harsh but given the circumstance, I felt it was best. You again used the pronoun "I". I agree with the previous posts that the last thing we need to have HR perceived as is the TERMINATOR. We struggle each and every day …
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This would not be in violation of the HIPAA law. As with pre-employment physicals and or drug screens, as long as it is not a medical procedure and there is no PHI included you have no concerns. I would recommend to keep any paperwork associated w…
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Ditto to Ray A.
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Not only nosey but maybe a little JEALOUS!!!!
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I agree with Pork. Stay away from recording time if possible. If there are safety or security concerns and you feel documentation is necessary, I would suggest that these time sheets or cards be kept separate from payroll records with a disclaimer…
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I don't know about the legal aspect but we also do hearing tests and I do keep the results in the EE's medical file. Guess it is better to err on the side of caution than not. Just curious, why would a supervisor need hearing test results unless i…
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I can't speak specifically for your prospective employer, but I just checked with a member of my family in the financial institution field and they do nationwide searches and go back to age 18. They have it clearly stated on their employment applica…
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I would restrict any and all communication about her "quitting" date between to the staffing agency and your companies contact person. If you have a traditional contract with the agency, she is their employee, not yours, and as such any of the type…
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For purposes of some types of leave we offer, we have defined family under these two categories: Immediate -spouse, children, parent or step-parent, grandparent, sibling or grandchildren Other Non-immediate: In-laws -(father/mother/son/daughter/…
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Before starting to implement a AAP, PLEASE be sure that you have to. If you are not required either under Title VII, do government contract work or have had a complaint filed against you, I would not go there. However, if you are required, unfortu…
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Ditto to Ray A!!!!!!!!!!
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I can't speak for Pork but my payroll clerk also serves as my admin and takes care of the obligatory paper work and filing. She helps track FMLA, WC, and all vacations and leaves as well as benefit enrollments. We have approximately 350 employees …
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Having been on both sides of this issue, I was a manager for a staffing company and now a user of staffing employees, I would never give SS# to a client company and I don't ask for it now. There is absolutely no reason for me or any other client to…
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Anywhere I have been, having multiple benefits have caused morale problems. I have always recommended equalization and consistency. We pick up 68% of all premiums and EVERY employee that enrolls pays 38%. Just one less thing to give somebody and …
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We use a "NO FAULT" attendance system. It is a rolling 6 month period. Absent, late or leave eary from shift - 1 INCIDENT. We allow 4 per 6 month without penalty, 5 = 3 day suspension, 6 = termination. (with Dr. certification, 3 for 1 for illnes…
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LindaS, I'm not sure that anyone knows what's going with Hipaa requirements. I talk to my medical carrier and get one story and then talk to my dental carrier and get another. My counter-part at a "sister" company says she got told something exac…
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That is why we have chosen the path not to EVER have access to PHI. We will be sending a Privacy Notification Letter (when I get it composed) to all covered EEs advising them that any and all contact will need to be between them and our TPA or the …
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My understanding, if you can understand all the REGS, is that the answer to your question will depend on how you have written your summary plan. If you wish to discuss anything about EOBs or coverage or anything which might lead to obtaining PHI, t…
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I agree with Cinderella. We have each new EE sign a copy of the job description to be placed in their file. That way they can't come back and say you didn't tell me I was going to have to do that! Makes my job easier when I can pull out the signe…
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Don D. Are we going to get a big note tomorrow that says APRIL FOOL????????? If not, then congrats. Having made a career enhancing move a year ago tomorrow, I can somewhat put myself in your shoes, even the commute aspect. Please do find your way…
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One suggestion would be to pick one day a week that is the least hectic and declare that as your "W-2 Remake Day". You could then make a more definitive statement as to when you will re-issue W-2s. This would give you latitude throughout the week …
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I would think that most Background Research type companies could offer this service. We run the criminal on every state an applicant has lived or worked in the past 7 yrs. Not soliciting for any company but some that I have used are: Application R…
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If you are outsourcing these backgrounds, that company would have the required release verbage not only for them but to also protect you.
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Now Don D, let's not get to hard on James. He also mentioned atheists and agnostics and even used both male and female examples. I think he was trying to be as non-discriminatory as possible. He did however make several references that for the to…