cthr
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I would be interested as well. [email]Cathy.L@aefcu.com[/email] Thanks
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Actually, if you are an AAP employer you can make a distinction between solicited and non-solicited. If you define an applicant as a person who is applying for a position for which you are actively recruiting, you do not need to count resumes for po…
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The law doesn't require them to be kept seperate, it is just good practice for the reasons stated in prior posts. I9s must be retained for 3 years or 1 year from termination whichever is longer, unless you have a lot of turnover, you should have the…
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>I'm in Wisconsin and we made it mandatory a few years back. I believe >your company can do whatever it wishes. I know we have saved alot of >money going this route. Whether or not you can make direct deposit mandatory is a matte…
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Yes, direct deposit can be mandatory in NC.
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I didn't think that employees could "refuse" FMLA. In regards to not having to offer an additional 12 weeks-the case was Ragsdale v Wolverine Wordlwide, Inc and the judges ruled-that if the leave allowed is more generous than the leave allowed und…
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Does your company policy state that all offers of employment both internal and external will be made by the HR Dept? If you don't I would suggest that you incorporate one into your handbook or procedure manual. If you do have such a policy, I would…
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Margaret, We don't do fingerprinting, but we do conduct state and federal background checks on all employees as well as SSN verification and pre-employment drug screens. We also go back 10 years of employment and the highest level of education. Ac…
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Will he be filing a complaint against the Treasury Dept as well? Does he not use money? Really these people need to get a life. I think you handled it just fine, I would not make a major issue out of this. Please let us know how it turns out. Good …
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Are you required to have an AAP. If you aren't required to have an AAP, I would not put one together as they are very time consuming and involve a lot of tracking and paperwork. That said, you can have an equal opportunity statement or a diversity p…
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We recently updated our handbook. We gave each manager the number they needed for their employees and made them responsible for returning the acknowledgement. Ours states that the employee is responsible for reading the book. We don't give them a ti…
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I-9s are kept seperate so that during an audit, you have them all in one place and don't have to go through each file. It also prevents whoever is auditing you from seeing things they shouldn't. We have a personnel folder which has application, bac…
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Most people have to drive to work. I live/work in a state that has horrible public transportation and we have people who float from branch to branch. They are told before the interview where the branches are located. They make the choice. The only e…
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We assign a clock number once the drug screen and background check come back. I send the tax forms, voluntary information forms, emergency contact and vehicle ID out with the confirmation letter. I have the new ee bring it in the first day. You coul…
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Actually if you look on the back it says for under 18 who don't have one of the ID listed, you can accept a school record. I believe that a work permit issued by the school would qualify.
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You are generally pretty safe with two years for solicited resumes. Those are resumes and applications that are for positions that are open and you are actively recruiting for. Two years generally covers all the discrimination scenarios that you mig…
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I would agree that it is probably overkill. We are a financial institution and we provide training to our medical response team, but not anyone else. I don't think that HR and clerical staff, etc, would be at that much risk.
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Is your company a medical faciltiy where the average worker would be likely to come into contact with infectious material?
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I've never given a copy of the report unless the applicant requested it in writing-which has never happened. We conduct criminal as well, and those times I have sent a letter, which the vendor supplied, informing them of our rescinding the job offer…
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>Hey, I appreciate your touching it. The employee is over 65 and we do >not have a history of seniority being the rule. We normally look at >skills but if we do that then the person we are leaning toward keeping >is outgunned. …
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Don, I would still have her call the credit bureaus-I have those numbers if you need and SSA. Those nine numbers that someone stole hold her whole identity. It will take some amount of time and effort, but it is well worth it to protect her credit.
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Don, Trinity was right on the money. We are a CU and we don't cash checks for non-members unless it is an on-us check. Even then we require a picture ID. For members we will cash checks only with positive ID and they must know their member number. …
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We use a company called Strategic Information Resources 800-332-9479. They are relatively inexpensive and checks are usually back within 3 days. Remember as well that you can't use information that is older than 7 years.
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We use a voluntary form and that is kept in a file seperate from the personnel file. It does not have the employees name. They fill it out or not on their first day. If they don't fill it out we guess. If you photocopy the ID that the employee uses …
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I don't condone non payment either. I am married to a man, who has a child from a previous relationship, we used to live in Mass which requires that all child support be a wage attachment. This deduction on his paystub was called a garnishment. I t…
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Leslie Here is the number and contact person for the Az Child support enforcement bureau. They would be the best place to find the answer to your question. When you find out, could you please let us all know how this was resolved. Thanks, Arizon…