dixied
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It seems the employees dont' want to say No to the borrower, so they have come to you. I would tell the employees to handle the situation on their own.
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Check with your state DOL. Laws vary by state. NE does not allow an employer to require direct deposit.
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I'm with you, never heard of that law. Ask you employee to give you her source and you will be more than happy to check on it.
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I used a similar type of review in the past. Employees utilized the same review form. The manager along with the employee would determine a priority factor (%) based on the importance of and time spent in each category for that specific job title.…
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We use a 4-step process. Step One involves the supervisor giving a verbal warning and discusses the problem and provides the EE an oportunity to respond and then plan a informal course of corrective action. Step two is a counseling memorandum and…
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Our employee handbook states: In order to avoid disruption and imposition on our employees, we do not permit general solicitations, selling of merchandise, or solicitations for gifts, weddings, showers, etc. A holiday gift exchange within departme…
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I have worked with companies that discipline "drops" off after one year, but we never physically removed the forms from the personnel files. They were not considered any longer in terms of progressive steps of discipline.
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We also have a 37.5 hr. work week. I make sure that applicants interviewing for hourly positions are aware of this. 40 hrs. per week vs. 37.5 hr. at an hourly rate does make a difference. Our employee manual states: "Our normal office hours ar…
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Try this website: [url]http://www.dol.gov/ebsa/faqs/faq_consumer_cobra.html[/url] It should assist you with this question and those in the future. To determine when to cancel this person's health insurance, refer to your health insurance contract…
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My husband traveled to Japan last year and brought me a page of employment ads. He knew I would be amused. Some of the ads actually did state the age and gender preferred. He knew he wasn't in the good ol' USA!
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Yes, you can use the employee's middle initial vs their middle name.
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When you discussed the layoff with the individuals involved, did you tell them it would be a temporary or permanent layoff? I'm not sure in your state if you would have concerns if you classified it as temporary. You should not have to re-call ex-…
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I am attending the Nebraska's Pandemic Flu Response Summit this Thursday. The governor sent an invitation to our local SHRM chapter and it was passed along to the members. It should prove to be interesting and hopefully informational.
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We do not have a time limit. We pay the employee for jury duty. When they receive their check from the court, they bring us a copy. We deduct their allowance from their paycheck. They keep the mileage. With this process, they do not receive dou…
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You might use a reputable temp. agency. We hire all of our entry-level clerical on a temp-to-hire basis. The agency pre-screens qualified applicants. We interview maybe 2-3 and make a selection. They are on the agency's payroll for 90 working day…
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Years back, we contacted our local university and several students prepared and tabulated our employee survey. They did it as a project.
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Thanks to everyone for providing input. I also felt the employee should have a copy, but I was deviating from past practice. Our company has been around for 100+ years and it is sometimes difficult to change the "way we've always done it". I was…
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Our policies states: "When an employee is rehired, we will allow their initial service years to count toward calculating vacation days if their initial years-of-service exceeded the break-in-service." "When a past employee is rehired, we will give…
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We do require our non-exempt clerical employees to leave their desks at lunch for the reason you mentioned. I also feel its best for them to be up out of their chairs and off their keyboards for the lunch hour.
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Our H.R. department has the responsibility of sending flowers to employees and retirees for funerals, births, hospitalizations, etc. We normally are informed of these occasions due to needing to change benefits or complete paper work for FMLA, STD …
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To my understanding, if you are requiring employees to attend your picnic, they will be covered by your workers compensation carrier for any incurred accident.
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One question I normally ask is "What is a strength of yours, that at times could be perceived as a weakness by others?" From there, depending on their reply, we can discuss the issue further.
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Elle, I have worked with EOM programs in the past. They can be effective for a short time, but then seem to become more of a popularity contest. I would suggest looking for ways to include more of your employees. Look at possible ways to improve y…
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I have already provided a list of newletters, resources, etc. that I did not renew this year. My predesessor must have been an avid reader. My plan is to do exactly as described. The multiple user aspect is great also. My payroll/benefits adm…
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I was also disappointed to recieve James' notice of the "big change". I have not been a regular poster, but have garnered usefull information from the interaction of forum participants. It feels that I will be losing a group of friends when the ch…
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I must agree with Don and the others for maintaining consistancy. If you have a written progressive descipline policy for absenteeism, longevity nor performance should enter the picture. What if the 20 year employee is a borderline performer and t…
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Rob, You may want to check your 401K and/or defined benefit plans. Whether they are classied as FT or PT, our plans make the person eligble if they work over 1000 hours in a year.
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We are located in Nebraska and require employees to provide a copy of the subpoena/summons for jury duty. They record the time taken off for jury duty, but we pay as normal. Then the employee gives us a copy of the check they receive from the court…
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eddice, Please fax me a copy of your attendance policy with corrective action. Do you have paid sick days available to employees? My fax number is 402-434-8467. Thank you. dd
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Been there, done that.. Started with a manaufacturing co. as HR w/Safety. Second day on the job they told me I had to respond to an OSHA citation they had received the prior month. I learned fast. Contact you workers comp. carrier, they can do in…