efeldman
About
- Username
- efeldman
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
We place them in the ex-employee's file.
-
Congratulations Pam! That is great news. [:)]
-
We receive medical certification once the employee has given birth. If they are being put on disability due to a complication of pregnancy, then we request medical certification at the time of that event.
-
The lowest rate we pay is $10.50/hour (in Minnesota) and so this will not affect us.
-
I'm on the East Coast, but recruit quite a few IT people across the country. We have had great success with Hidden Network & LinkedIn. Dice has proved useless as every individual applying is not located in the US for some reason...it may be a …
-
We are a mid-size integrated media company (print, digital, trade shows), and we're bringing the HR team (5 people) together for 3 days and I wanted to come up with some relevant topics to discuss. I really appreciate this feedback.
-
I agree with the others. It would apply since the individual's grandparent would clearly be considered to have served as this individual's parent for at least 5 years.
-
John Kotter, "Leading Change" is a great book. John Boudreau & Peter Ramstad, "Beyond HR: The New Science of Human Capital". Mary Cook, "Complete Do-it Yourself HR Department".
-
HR policies are in effect from the moment they are written and certainly from the moment an employee receives them. I have never seen anything specific about this, but it has been standard business practice at every Fortune 100 company in which I h…
-
If you can do it, I would avoid the switching back and forth of weeks. People should have a set schedule if possible to make it easier administratively and to negate the possibility of , "I got confused about which week this was".
-
I just sent you our tracking form as well.
-
I would suggest steering clear of that question. Had you not known about her husband in the first place this would not have come up. In any 2 income household, there is always the potential of transfers, job changes, etc. You could drive yourself…
-
I agree that many employees would likely enjoy comp time, and that it could present an administrative challenge in industries where there are a great deal of non-exempt employees who are actually working overtime. In answer to point #3, I would thi…
-
We count it from the documented (physician certification) onset of the condition. For instance, we had an employee out on vacation and during that time she gave birth. Her FMLA began as soon as the doctor notified us of the occurrance.
-
Finding out about al these alternative work schedules has been great! I am looking into this for our company as well. We work 37.5 hour weeks and so I've been trying to figure out how to make these work neatly for us. Any suggestions?
-
We, too, have new hires fill out their I-9 paperwork during orientation. We email them a copy of the acceptable forms of ID sheet so they can bring it with them on their first day. We have not had a single issue with doing it that way.
-
I just sent you our WFH policy. Basically, an employee is able to work from home if they live 50+ miles from the nearest office location, or they need it as "reasonable accommodation". We have not had any issues with this policy since it is fairly…
-
This is our policy on unpaid personal (non-FMLA) leave: UNPAID PERSONAL LEAVE Unpaid personal leave may be granted for up to six months. A written request, outlining the specific dates of the leave and the reason for the leave, must be submitted f…
-
We allow employees to use vacation before it is earned since we also have a use or lose policy. We don't want everyone to take the last 2-4 weeks of the year off because they were unable to do so before then. All vacation requests are subject to m…
-
I really like Hidden Network http://hiddennetwork.com/. We have gotten some great candidates using them. Careerbuilder is a waste of money, and with Dice we got not a single applicant who was in the US or eligible to work in the US -- another waste…
-
TXHRGuy is spot-on. This sort of behavior is also illegal in NYS.
-
I would use the STD paperwork since that would require the doctor certification. The point was that ill employees are rarely helpful in letting you know when they will return as it is not up to them. Your legal department should absolutely be invo…
-
Hmmm....that's certainly a tough one and I certainly do not blame someone for not mentioning a chronic issue in an interview as (legal or not) it would certainly affect the hiring manager's decision-making process knowing that this individual may be…
-
Since you did not know about the illness, you shouldn't have an issue with ADA, but I would consult your attorney anyway since the employee could be covered depending on what their issue is. You're post is quite vague, but from what I can tell from…
-
HCS (Human Capital Strategist) and MHCS (Master Human Capital Strategist)
-
Under "Skills" there is also Change Management, Executive Coaching, and Organization Design which do not always fall under Org Dev.
-
No reason what-so-ever. In every company at which I have worked (3 of which are major multi-national media conglomerates), the job descriptions were prepared by and stored with HR.
-
Thanks for the clarification! [:)]
-
I'm taking that to mean that the applications and resumes for those applicants must be kept for 3 years. Please correct me if I am mistaken.
-
[quote user="SacrosanctFiend"][quote user="efeldman"] Thanks! Found my answer...under ADEA, all applications and resumes must be kept a minimum of 3 years. So, we will have to change our practices to comply. [/quote] I've never heard of the AD…