cthr
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To balloonman's response-make sure that you do not have a state pregnancy law that is more beneficial to the employee than FMLA.
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I would check your state law regarding criminal background checks, but it is generally required that you have the person's permission to do so. Also if you used a third party to conduct your background checks you need to apply the FCRA standards.
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We define an applicant as someone who applys for an open position that we are actively recruiting for. If they are a walk in and fill out an application or if we interview them, they are required to fill out an application, there is a voluntary form…
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Our drug tests are pre-employment, post offer as required by state law. Check your state to see if they have a similar law. Most people have to give some type of notice at their existing positon, so that should give you some leeway in terms of time.…
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If your used a third party service to conduct your background checks and you are using information recieved from them in your decision, you must inform the candidate under the FCRA.
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We do our mileage the same as most of the others. I live 22 miles from my office. I am not reimbursed for that 22 miles if I go to a conference, etc. I am only reimbursed for the excess miles above and beyond my normal commute. It has been that way …
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[font size="1" color="#FF0000"]LAST EDITED ON 11-13-03 AT 12:14PM (CST)[/font][br][br]Morocco is actually in Africa, not Europe. The Race codes are Black-A person having origins in any of the black racial groups of Africa. Asian-A person having …
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In certain states, prevailing wage is paid to employees or contractors working on state projects or employees who are here on VISA status. It is not required that employers pay "prevailing wages" to employees who are citizens or permanent residents.
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We generally require within 24 hours of acceptance of offer. However, if the accept on a Friday afternoon, I will allow them to go on Monday as the facility we use is not open on Saturdays.
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Running credit checks on applicants does not cover you for employees. If you wish to run credit checks on current employees, you must have their permission to do so.
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We had a long term employee who passed away from cancer. While we did not annouce that she passed away from cancer, we did announce that she passed. We also brought in the EAP to assist her department and co-workers in dealing with their grief. Em…
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Just make sure that your state doesn't define what needs to be disclosed and what doesn't. In CT, you are not required to list any conviction for which records have been erased-this includes a sentence as a youthful offender.
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I would take the function of background checks away from line managers and move it in to the HR dept. That way you are assured of consistency and that confidential information is not floating around. I don't know what kind of business you are, but w…
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Elizabeth is correct. You are not required to have one unless you are a government contractor or sub contractor with 50 or more employees or have been mandated to. If you are not required to have one, don't. They are extremely time consuming and the…
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We also have a company wide holiday party. All employees and a guest are invited to attend. We do dinner, dancing, etc. We have two branches that are not in our local area, and we send them money to host their own celebration. I worked for two lar…
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We have 17 locations throughout the state. We have taken the mileage for the most direct route and that is what we reimburse for. These amounts are given to all employees who travel amongst the locations and so far no one has complained.
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>[font size="1" color="#FF0000"]LAST EDITED ON 10-28-03 AT >01:14 PM (CST)[/font] > >First time filing this report. I have 4 members of our senior >management team who have specific occupations IT, Creative Director, >Finan…
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Even if the employees religious belief was not to be treated medically, it still would not come back to employer. As an employer, if an employee is injured or becomes ill at work and they are unconscious or other wise unable to speak for themselves,…
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>Since we are a mfg facility, we have had serious injuries and you are >right, no way to contact family is horrible when you are under a time >crunch. We do have an emergency contact form, but people fill it out >and when the inf…
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> >I think it's definitely HR-appropriate to plan the way you would >handle a serious situation in the most sensitive way. If you've never >had to go tell someone's family on an icy night that their son was >killed in a car ac…
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I don't see how having a home address as opposed to a PO Box address would help you find a family member fast. You should have a phone number. We have a number of employees who have PO Boxes, who cares. As other posters have stated people have a var…
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> >You use the words "automatic" and "simply barring" and no one of us >probably advocates doing either. > Those are not my words, the entire quote came directly from our State DOL regarding the hiring of those with criminal convic…
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The Equal Employment Opportunities Commission (EEOC), the federal agency that enforces Title VII, has ruled that automatically disqualifying people who have criminal records from jobs is discriminatory because the practice disproportionately affects…
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In scenario one, what grounds are you terminating the employee on? If it is the no call no show policy-you said his girlfriend called to tell you he would not be in, have you allowed other non-employees to call employees out before it they were unab…
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Actually if you use a third party to conduct your criminal background checks, it falls under the FCRA and there is a form that you have to send them, informing them of the reporting agency and their rights under the FCRA.
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Are you the manager of HR and would have a need to know what is in the file. It is okay to have sealed envelopes in a personnel file. You would have them for warnings or counseling sessions that resolve around a sensitive issue, that not everyone in…
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>On this same subject... IF we decided not to require a diploma/GED... >as we are a hazardous waste facility it is extremely important to know >that our employees do know how to read and comprehend English (for >MSDS's, manifests…
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I am not familiar with AZ law, but by terminating her immediately you may have invoked that ready and able to work caveat. Is it your general rule that employees give two weeks notice, how have you handled other situations?
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Affrimative Action does not mean you have to hire a minority or a women who is not qualified for the position. It merely means that you should be making a good faith effort to attract QUALIFIED minority and women candidates. If you have three candid…
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"However, a structured Affirmative Action program is >only needed when disparate impact or disparate treatment has resulted >in the exclusion or discrimination of a group/class of people >(minorities, women, handicapped) for no othe…