TXHRGuy
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You need an employment law attorney who understands business contracts to review it for each state in which you will be doing business under this contract.
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What FLSA says is that you have to pay 1.5x the rate for time worked over 40 hours in a week for a non-exempt position. If your firm didn't do that, it violated FLSA. The grapevine of associated employees will likely ensure that past employees wil…
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Do they meet the definitions of travelling or outside salespersons? If not, I think about the best you can do is make up the difference and charge it back against future commissions. When they terminate, you cannot attempt to collect the charge ba…
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Attaching name to age and gender and handing it to people outside of HR is like slapping a sticker on every manager in the marketing department that reads "please sue me for age discrimination and any type of discrimination that may be proscribed in…
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The big issue, of course, is how to reconcile the different lapses since last merit increase between people. The calendar year method makes budgeting increases much, much easier and it's a good plan to go to. The only versions I've seen of this, b…
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We have one group that will be affected: new hires in their first week of employment. It's not a big deal to us and the post-training-graduation raises are substantial. The typical rants I see about the effects of raising the minimum wage come from…
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Our vacation accrual for hourly employees is based on average hours worked in the prior year. We offer insurance benefits and vacation time to all employees and the vast majority work around 25/week.
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I would think that exempt employees need to be done in full day increments since there is hair on paying out a partial day's pay for a full day's absence according to a similar discussion we had here awhile back although I'm unsure of the DOL's word…
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I expect that being even partially self insured brings the totality of HIPAA to your doorstep. I've never heard of this before. HRforME?
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Technically, it's stealing from the company. If it's wide spread, you have a cultural problem and it's best dealt with it immediately with a large scale meeting, addressing the problem in general terms and follow up with enforcement. Typically, you…
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[quote user="Chefsint"]Thank you for this information. This answered all of my questions. This was very helpful...what I was looking for. [/quote] Glad to have helped.
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One year after hire at a minimum. That could affect some terms depending on your retention. You will definitely need to keep it electronically for as long as you are doing your reporting and that person belongs on the report you are doing (assuming…
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You need the information as long as required to meet whatever obligations require you to collect it. There are many different reasons, so the question is not cut and dried. Why do you collect this information?
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You shouldn't be keeping that in the employee file at all.
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I have had good success hiring Director level technology people out of Craigslist. I happen to know two higher level people who would entertain offers right now. If you want to send me some information on your open opportunities, I can pass it al…
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[quote user="HR_Fun"] There are some great HR topics here. You may also want to consider how your HR objectives are tied into the strategic goals of your organization. You always need top-down buy-in to get things accomplished and your overall HR…
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Fundamentals first Counseling Conducting disciplinary meetings Coaching When to investigate, how to investigate, what to investigate Conducting intake meetings Legal Topics What is "at-will"? The handbook, it's purpose, and it's relationship to "a…
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Is this for HR professionals or for business managers? ADA and FMLA, either way.... FLSA Wagner Act if you are unionized or, if you are in a highly unionized sector.
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[quote user="IT HR"] Do you have a link to the brief? I would be interested in reading the entire thing as well. If the person involved didn't feel like he needed an accommodation then why was this even an issue? I guess I need to read the whole t…
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[quote user="HRforME"] My only other real concern is the fact that Brady himself didn't feel like he need an accommodation. How does an employer accommodate an employee who doesn't feel the need for accommodations?[/quote] The suit is actually much …
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[quote user="kdunlap510"] I think some HR professionals feel threatened by the use of a recruitment or staffing service. I would be curious to see if anyone can relate to this feeling.[/quote] Not me -- bring 'em on so I don't have to do it.
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I've had bad experiences, in general (with one notable exception) with temporary employees. However, I've had tood luck in general with using agencies to source candidates for full time "permanent" positions.
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Here are some options: Take the midpoint between the two respective COL adjsuted base pay rates and weight according to the percent of year to be spent in each. Change their pay depending on where they are stationed at the time the pay was earned. P…
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This will definitely increase the number of cases in which both FMLA and ADA apply.
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Our microwaves have a popcorn button. Popcorn isn't usually the offender. However, a few weeks ago, one of our supervisors burned 1/4 Lbs of fish of all things in a microwave. The whole 18,000 square foot building stank for about 2.5 hours. The …
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Non-competes are increasingly coming under fire. NDAs are increasingly found difficult to deal with in certain situations such as when an engineer changes to a job with a competing company and uses knowledge from her old job in the new environment.
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[quote user="4179993"] I believe that no termination (for cause) should come as a surprise. By the time I get around to terminating someone, they know exactly that it is coming. [/quote] This is a best case scenario. However, unless you are the…
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We actually just discussed this question where it was asked in a different topical area. See: http://community.blr.com/hr/forums/thread/5696.aspx It is not likely that you owe this person anything now that they are not an employee anymore but i…
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Great resource!
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ADA applicability is usually more a matter of the magnitude of the effect than whatever the specific cause is. Under the ADA, an individual with a disability is a person who: has a physical or mental impairment that substantially limits one or more…