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"DANDY DON" It is not the card that is so important, it is the correct execution of the block labeled SSN# on the I-9 with the name spelling thatis so very important. Without the I-9 there is no employer/employee relationship properly established a…
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Zanne: Let me help you, payroll must have a correct name and social security number match to either pay a contract hour situation with IRS 1099 required or to pay an enrollment with W-2/W-4 situation. My company has just be enrolled into the SSA F…
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ON THE 4TH DAY TERMINATE THE EMPLOYEE FOR FAILURE TO COMPLY WITH U.S. FEDERAL LAW. KEEP THE EMPLOYEE ON BOARD, AND YOU AND YOUR COMPANY HAVE VIOLATED FEDERAL LAW IN THE NON-COMPLIANCE WITH FEDERAL LAW THAT PUT THE I-9 INTO OUR "WORLD OF WORK"! THI…
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DANDY DON: THAT ONE WRONG DIGIT YOU JUST GAVE WAS MY SOCIAL SECURITY NUMBER, NOW I KNOW THE PERSON THAT STOLE MY SSN AND HAS PROVIDED ME WITH MUCH HEART PAIN. Now, I know that you did not really do that on any very important document so I am not go…
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DITTO-DITTO-DITTO this is America, and unless your merchandising buyer is headed to China, let's not get wrapped up in the world's problems with sanitation. The cases in America are all related to travel to the Far East. Our hospitals are stacked …
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I use an in house system for HR and payroll; OSHALOG, AND J.J.KELLER'S PROGRAMS FOR OSHA REGS & SAFETY CONCERNS. I have also useD ABRA, when I was the HR for a Coca Cola Bottling company, and wished we would have used the payroll system that al…
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"Dandy Don" are you still in your old company from which you saw greener grass and left to graze with 2000+ postings I assume you have much more time now in the greener pasture to enjoy this forum. If you are in your new position do you get to kee…
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DH: You need to concern yourself and your company with the FMLA first and foremost. If she does not qualify for the FMLA then it appears to me you need to turn to your company MEDICAL DISQUALIFICATION PROCEDURES. In our company, a medical disqual…
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Rita: Turn to your "free copy from Wage & Hour regioan office" named: Part 785--INTERPERATIVE BULLETIN ON HOURS WORKED and subpart C--Application of Principles on WAITING TIME and then section 785-17 and there you will find the written words re…
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T: You have once again validated my preaching on this FORUM for HRs to always remain out side of the chain of authority. By becoming directly involved with the interview and promotion aspects, an HR will always be put in this type of situation; th…
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"Dandy Don": 2282 POSTINGs and you hit the nail on the head again. Are you coming now from a new location or is this your last date for posting on behalf of the company from which you have been given all this time to POST 2,282 TIMES? I sure hope …
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We do not have a set policy; however, our General Manager sees each expense check and personally gets involved with the department head that allows for perceived abuses. He, from time to time, will directly approach the individual and ask for an ex…
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DO NOT ESTABLISH A POLICY IN WHICH YOU DO NOT HAVE THE ABILITY TO CONTROL. THE VALUE IS ONLY PAPER DEEP! YOU'LL BE TOUCHING ON PRIVACY ISSUES AND HOSTILE WORK PLACE ISSUES. USE YOUR CHAIN OF COMMAND, CHAIN OF AUTHORITY, AND THEIR ABILITY TO PRIVA…
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This one is a "NO BRAINER" pick up the phone right now and tell the "temp agency" you are sending her back and you need a replacement this afternoon! End of issue! Pork
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T: In my 28 years in the HR field, I have come upon some ees who make more money on an annual basis than their bosses; when one considers the specialty in which these ees work they normally do not have management and leader skills but are highly qu…
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The above are correct "at will" is as stated. Other parts of one's employee policy and procedures provide for the payment of "awards" and benefit continuation depending on the notice. For instance: with a notice one might extend medical coverage o…
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We have a published employee handbook and "JAIL BIRDS" are considered as un-excused for the time in jail. However, if they make bail and can get to work on time, we have no other recourse, but to let them work. "No Call No Show" is the term used a…
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jmoreland: WHAT DOES YOUR COMPANY POLICY SAY? WHAT HAS THE COMPANIES'HISTORY ON DEALING WITH THIS SUBJECT BEEN? In order to assist you with reasonable advice, we really must know a little more. Pork
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Nothing in this HR "world of work" makes me more mad than owners and senior leadership that do not know the first thing about the law and how to administer the company's business for the benefit of the employee on behalf of the company. Then, to ha…
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ALL EXEMPT EMPLOYEES PAY THE SAME PREMIUM FOR SINGLE AND FAMILY COVERAGE AS THE NON-EXEMPT EMPLOYEES. $12.00 PER WEEK FOR SINGLE AND $41.50 FOR THE FAMILY COVERAGE. THERE IS NO DIFFERENCE; THERE MAY BE A DIFFERENCE FOR THE OWNERS, BUT I WOULD NOT …
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KYMM: I am with a private company! We do not have anything on our invoices or other coorespondance about AAP. In company ads for recruiting, we state that we are an "EEO company" and that is it. We have in our employee handbook our employment prac…
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WHATEVER: As already posted, this would most likely be best handled by the BOSS; A VERBAL DISCUSSION ABOUT THE INCIDENT WITH EXPECTED BEHAVIORAL CHANGE BY THE BOSS IS REQUIRED, WHICH THEN STARTS THE PRESENT DISCIPLINE PROCESS. your role is record k…
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JDURBEN: First things first. Salaried non-exempt employee, verify that she is properly compensated in accordance with the FLSA. My first effort would then be to convince the company that TRULY EXEMPT EMPLOYEES are not accountable for time keeping…
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PROFESSIONAL LAY OUT OF THE FACTS AND LET THE EEOC DECIDE. In our state one may be awarded Unemployment Benefits resulting from medical conditions not chargable to the employer. I have appealed two and both wee given Unemployment Benefits but we t…
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MOTIVATION: I have always gone with the Maslow theory on motivation; in order to motivate we humans we must first identify the "unsatisfied needs". Given your ability to identify those unsatisfied needs, you simply provide the object that will sati…
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BRITTNY: Oh yes they do; it reads like you are in the mittle of a sexual harassing nightmare and are the receipient of a very hostile workplace. Why don't you shut down your computer right now and "BLOW THE WHISLE", "FILE A COMPLAINT WITH THE WAGE …
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Dandy Don: I will not say good-bye! It is fully expected that you will rejoin the net without delay. "See you in no less than two weeks" would be a good guess! I had a deep feeling that: 1. either you were about to run the gauntlet into the ret…
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RAD 1: You are in that oh so favoriate situation that I have seen and refused to admit. Your company is lead by leaders who are not respectfull of the HR abilities to help them get to the "bottom line". He/they/she/it will treat you as a "good ole…
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Worker "out of care and concern of the company" should be paid for the full day of work on the date of the accident, and any time at the doctor's office plus miles travelled to get there. We have a 5 day period of time that the employee must be out…
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JMORELAMD: After refering to my Part 778:Interpretative Bulletin on Overtime Compensation, I find that you have either raised a concern in which I could not find any guidance for the specifics, as provided in your post. (or) It would appear to me t…