denjen
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- denjen
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Comments
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LOL I never thought of the direct approach! I definitely am not a "know it all"
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Thanks. I didn't think about the next step (payroll) involving the SSN.
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What is the difference? Social Security Online is where I set myself up at. What is E-verify. If we start verifying everyone's SSN - what if they don't offer SSN but rather a passport. They wouldn't get checked then right? Is that everyone stil…
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I thought we could ask for documentation of all employees again.
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If we would start using the Social Security online site for new hires, are the existing employees exempt? If I start verifing new employees do I need to go back and check longtime employees equally? Yes, everyone is treated and scrutinized equall…
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I'm just new enough at this that I could believe you. LOL
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What would an alien number look like?
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LOL - HaHa Could we be going to the same reunions? Thank you for all the insight. This is my most used website.
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We are on the preventative side of violence. We are a manufacturer with a very laid back atmosphere. But because the building allows us to be spread out, I want to prepare the supervisors if they come up on this. A supervisor saw in a WC preventi…
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We used access also. We tracked by what was trained but hadn't though of looking at it from the other side.
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excellent. You have given a great start to a job description as well. Thank you. I'm sold. He starts next week.
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You hit the nail right on the head. I too want to get over the "what don't I know" bad scary feeling. Thank you for validating my feelings.
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I started the class this week also. I fear that I won't be allowed to take the test at the end of the course because I will have only one and one half years of experience. I'll have to keep reviewing it for another 6 months before I can take it. …
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Thank you. I start the PHR this week. I know now that it is not at least a bad move.
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funny. I don't think we could afford their severance package. I did cheer for Muzzo Sat. but not loud enough.
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Yes to everything. The advertising only works so long. That seems to dry up the market after a couple of months.
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Great suggestions. Keep them coming.
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The last case I had, the employee was termed for behavior. I submitted 12 pages of documentation showing our traditional discipline with the response. We were still chargable. I have appealled other cases with little success. We have a 60 day rev…
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Thank you. I'll try it.
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I suspected as much. Am I accountable to report this fraud? I am sure its hard to prove.
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Sorry to mislead everyone on the FMLA, but I didn't want to be moved into the FMLA forum. I tried the FMLA forum and wasn't able to get what I was looking for. Thank you for your help though. I am going to practice getting around the DOL website …
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Now I feel silly for asking FLSA. He is on FMLA so he can attend treatments. I don't think he would qualify for STD. We had another ee that we put on intermitted wage to care for a parent. She never was placed on FMLA, by agreement of both ee …
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This is exactly what I was looking for. The last paragraph cleared it up. He is on FMLA so we can deduct from his salary. I am afraid that it is not complete in the section. I need to print out this section of the regs for payroll. I tried to f…
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Thank you for all the help. We let him go at the end of the day, based on poor performance.
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We do have an alcohol and drug policy stating that our work place and employees are "free from impairment caused by alcohol or drugs." However there is nothing on testing based on suspension. I think I will force the issue at the next handbook me…
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There is a concern that if we address it as a drinking problem than he can claim a disability. If the right person smells alcohol on him, he can be fired on the spot. Naturally, his performance is less than desirable. We plan to terminate based o…
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Sorry we switched ee in the middle. The original wage ee has run out of FMLA and can't seem to work more then a day a week. The second ee is salary and has vacation and sick pay built up. I don't want to treat the two equally but rather fairly. …
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You are right. We were pushing her to go on FMLA, and we do require a doctor's certification. The former HR director was being influenced by a disgruntal co-worker. The salaried ee needed to take time off to care for ill parents and has worked he…
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We actually have that situation right now. A salary ee fighting to go on FMLA and substandard wage ee coming off. The precident has already been made for wage ee but not salary.
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I like how clear your policy is on the matter. I think we went wrong being too vague and treating each ee differently according to their value to the company. I hope to adopt a well thought out LOA policy for the future.