californian
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We don't have a company-provided fitness center, but we do subsidize employee and employee's spouse fitness center fees in order to decrease insurance costs.
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Seems unfair to fire the employee for the employer's (or payroll vendor's) mistake . . . I agree that the amount of overpayment and the likelihood that the employee would notice are pretty critical. I would just start them on a repayment plan and a …
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I like these (from the Freeman Institute): APPLICANT SPEAK --"I KNOW HOW TO DEAL WITH STRESSFUL SITUATIONS:" I'm usually on Prozac. When I'm not, I take lots of cigarette and coffee breaks. --"I SEEK A JOB THAT WILL DRAW UPON MY STRONG COMMUNICATION…
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In California, it is against the law for an employer to prohibit an employee from dressing in accordance with his/her gender identitiy. So, for example a male employee whose gender identity is femal may wear a dress or skirt to work. Makes for some …
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I don't think anyone mentioned that you should investigate QUICKLY. Usually, 3 days is the turnaround you would wnat to maintain on an investigation of sexual harassment. Since nothing was done initially, you should ensure that you act NOW. Also, th…
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Thanks! this is very useful. . . . great tips!
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Definitely check state law, but if state law does not speak to this, I think that offering benefits to employees in committed relationships, regardless of their sex may be a great benefit and recruiting tool. Something to think about . . .
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Reminds me of an article I read a while back on the East coast grocery store -- Wegmans. http://money.cnn.com/magazines/fortune/fortune_archive/2005/01/24/8234048/index.htm They have the whole package for employee training in the grocery industry. …
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Just the title of your question says it all -- if you are in an employees v. management situation then your supervisors NEED training. Generally, a group of employees will not complain unless their concerns are valid. Also, it is rare that a new sup…
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Hi Barbie -- have you taken a look at HRjobs.com? It has a pretty good listing of opportunitites nationwide.
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First, change your policy NOW to avoid a problem in the future. But, if during the set up for the appt, the VP was advised that he needed to cancel prior to or a charge would incur, then I think you could have a superior tell him he is liable for th…
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If your state law allows it, I don't see why not. Depending on what type of work in the pharma industry, some type of clearance may even be required by state law (i.e., for those handling or distributing narcotics). You should clearly state what typ…
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You are welcome, but I cannot claim credit. This chart comes from BLR's HR 101 Resource center. I think the resource center is only available to subscribers, but all credit goes to BLR.
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Don't forget about the state laws too: If you have at least this many employees... ...this law applies to you What the law does 20 Age Discrimination in Employment Act (ADEA) Forbids the discrimination on the basis of age 40 and ov…
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Try these guys - they are a state government agency - http://www.taxes.ca.gov/ They have free workshops too if you need to get up to speed.
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Sounds like it is out of reach for any intraoffice dating rule. However, it may be worthwhile to warn the supervisor that such arrangements can make employees uncomfortable and although not within the employer's control, should be treated with the u…
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Never saw it -- sounds like it is terrible (like most other reality shows). Thanks for the heads up! :-)
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Might help if you take the I-9 instructions literally: 3 years after hire or 1 year after term date WHICHEVER IS LONGER. So - if someone leaves after 6 months of employment, you save for 3 years after hire. If someone works for you for 20 years, you…
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How about some PR for your organization -- a small poster or 8 1/2x11 computer print out saying something like "ABC Public Transportation cares about (name of charity or cause). We are wearing bluejeans for the cause today." And then a short explana…
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Interesting point -- weighing the negatives of "keeping an employee on" vs. creating an atmosphere of paranoia that employees may be let go for the slightest infraction. I side with the employer who is not afraid to terminate an employee when that e…
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Newsflash. We ALL hate meetings. That is why they call it W-O-R-K. The company pays us to do it, it is required, so get over it. Now, I (of course) wouldn't quite use those words, but that is the jist of it. The employee needs to grow up. If he does…
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If the accommodation the employee needs is leave time, you may be facing both the ADA and FMLA (for a serious health condition). If it is a FMLA situation, you can ask for medication certification and can ask (and are entitled to) the doctor filling…
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It is a good idea to stay on top of rate range/COL changes in your area. If you wait too long, the changes necessary to stay competitive are pretty dramatic. Of course, just because an employee is at the top of their range does not mean that they "d…
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Hey Zarlox: Take a look at this previous discussion on this forum where a lot of good advice was given on the topic of employer notice/leaving a job . . . http://community.blr.com/hr/forums/thread/1288.aspx I think that whether or not it remains a p…
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The latest COLA information is at the SSA site http://www.ssa.gov/OACT/COLA/latestCOLA.html The NY Times & Monster have a calculator for COLA by zip code or metro area at http://jobmarket.nytimes.com/pages/jobs/?excamp=GGJMcostofliving
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The first thing I would consider is why did they leave . . . if they took time off to get an advanced degree, or to travel, or for personal/family reasons, and they are fully prepared to return to the workforce, then why not? Former employees requir…
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Thanks to all for your feedback . . very helpful!
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The National Contract Management Association conducts their own salary surveys in the industry (see: http://www.ncmahq.org/publications/docs/salarysurvey2006_ExecSum.pdf). They may have a survey that includes BD positions.
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I would actually be more aggressive and either get the search firm's guarantee that they are compliant with OFCC's rules in writing, or immediately hire a new search firm that can make this guarantee.
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You need to treat her the same way you would treat any other employee with a temporary disability (under the federal Pregnancy Disability Act). The PDA applies to employers with 15 or more employees. A woman unable to work for pregnancy-related reas…