cebudragonlady
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In CA, when termming - you have 24hrs to pay the final wages. My suggestions: term over the phone early in the morning, make a memorandum of the conversation/actions taken to put in the personnel file, send the paycheck by overnight mail requiring …
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1. Get aggressive with your vendors. Aim for better prices at same quality. Switch vendors if need be. Aim for better discounts and terms. 2. Get better rates of insurance by shopping around. Health insurance - may raise employee co-pay. Work…
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Here, it is mixed . I am usually the only female who wears business dress attire every day, the other ladies in the office wear jeans pants on Fridays. The older owner is very, very casual, while the younger owner is a suit every day. Factory worke…
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My opinion - err on the side of caution, and state that you do not release information without emplyee written & signed consent. If you release information without such consent, and the employee fails to get the position with the other company a…
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Double time is paid after 12 hours in a work day, and also for time on the 7th consecutive day worked in a work week. When our employees are on job site installing our product, they sometimes work every day for more than two weeks straight, and oft…
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If the Act says Comp Time is accrued at 1 1/2 times the regular rate of pay, then when the employee takes the Comp Time - they must be paid at 1 1/2 times the regular rate of pay. Is that correct ? Now, what happens when an employee works over 12 h…
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Rockie- Since you are at a medical practice, can one of the doctors do a complete physical examination for this employee to find out what the problem is? This way would seem to be more compassionate than threatening with discipline. Chari
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We used to do advances, but the last employee who got one - took it upon himself to play one owner off against the other when it came time to pay the company back. The older owner got mad, and has forbidden any advances for anyone - period. The empl…
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Please do forward one to me @ [email]cebudragonlady@hullnumber.com[/email]. Our company owners travel to Asia frequently. Thanks. Chari
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In this uncertain economy, companies would be wise NOT to hire on a permanent basis - children, siblings or parents of employees already there. I have seen it happen again and again : when a factory closes, whole familes end up out of work because a…
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Don- Welcome back ! Re your post, I would vote for "lunacy". Obviously, this CFO was not one of your friends to whom you confided... You went to a better place, and I wish you the best of everything ! Chari
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First - Be sure to document everything that you said to this employee, and what/how/when you know that she was talking openly of a confidential matter. Second - bring the employee in and inform her of all the facts, and that the position is being r…
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In these days of privacy concerns, just my opinion - applicants would be better off NOT giving the ss# until a job offer conditional on a background check is given. For those applicants not hired, a company has no business keeping or knowing ss# - a…
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Certainly, this particular employee was NOT the first at your location that went on a job interview. How many of those others were fired ? How many employees who go on job interviews in the future do you intend to fire ? You have to be consistent on…
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Don~ Congrats! Sounds like the job of your dreams. I am going to miss your words of wisdom, and look forward to your return to the Forum. thanks for all your help. Chari
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With an upset phone call from a candidate, above all- remain calm, first tell the candidate that the company has chosen another candidate which better fits the company's needs, then say you can't go into specifics about the other candidate because…
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In such cases - just focus on job-related info, and ignore what you can't ask about. Chari
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Your comment makes me wonder...when a candidate has poor credit and the bank declines to hire ~ THEN what if the candidate explains that it was due to job loss, poor health, divorce or whatever: will the bank reconsider the decision? has the bank e…
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We had an employee who did that exact same thing, first confessing and then coming up with a valid ss#. All we did was change the 2002 W-2 and quarterly/annual reports to reflect the real number . Chari
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Use dates of hire, start with the employee with the most senioriy being assigned number 1 and go from there. Chari
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Don- I know that you always do your best. Keep it up. Thanks for your posts of wisdom. Chari
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I suggest that instead of Turnover Rate as a percentage of whatever you want it to be ~ use Average Length of Service per employee since Date of Hire. If the Average keeps getting longer and longer as time goes on, then the "real" Turnover Rate gets…
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If the employee has children, some HMO's may offer Direct Pay rates cheaper than COBRA group rates. I enrolled my step-daughter in a Direct Pay plan years ago, and kept it that way even after finding work- it is so much cheaper than the group rates…
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In this area, some banks require two pieces of identification - one being. a photo and the other a credit card . The lower paid employees may not qualify for a credit card, and thus cannot open even a savings account ! So I am not suprised when our…
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Having an HR Manager is like practical preventive maintenance : to make sure your company's practices regarding hiring, promotions, pay , firing , recordkeeping, discipline , COBRA , FLSA, workers comp, vacations, military leave and lots more - is w…
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Golly,let it go this time! Amend your policy to consider a state of emergency as a reason to not come in. Certainly, you don't want employees risking their lives to come to work... Chari
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Do you really want to do this? Just imagine the uproar! When the lower paid workers have to fork over ten dollars for each verification, their morale will go down and their resentment will rise. Word to the wise: forget it ! Chari
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Truthfully, you can tell him that you were unable to verify the stated reason for him leaving his last place of employment - as your reason for not hiring him . And leave it at that.
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Suggestion: 1. Have the supervisors write down in detail the violations that this employee committed before his/her injury, each signing with the current date. 2. When the employee returns, sit down with him/her and go over what the superviso…
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As employers, we should hope no employer has to go to court over this. Prevention is better than cure ~ a company has the right to set policies over whether or not a Confederate flag , whatever the size, can be displayed in the workplace.Some may …