efeldman
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It seems so. That is why I originally asked the question. It would be applicable for those who have filled out an application and interviewed. If they are just sending a resume and are not being considered through an application and interview, it…
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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.
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We tie a certain percentage of a manager's bonus to on-time reviews. If they have late reviews, they lose up to 10% of their bonus amount.
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LadyAnn and HRforME are right. Focus on attendance and performance issues and let those lead to termination. Be sure to document all discussions and PIPs.
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I agree with the other 2 posters...it doesn't seem like illegal retaliation, but there does seem to be some bizarre pretext in that they are trying to backdate performance plans. Perhaps they view your husband's request for a transfer as negative a…
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As far as pros/cons... We find that we are able to keep good part time employees because they don't have to worry about finding another job that will offer them benefits. Cons are of course cost, however it may cost more to replace them than it does…
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We offer our part time employees who work at least 22 hours the same benefits we offer our full time employees who work 37.5 hours. We pay 75% on medical & dental coverage premiums and 100% for employee only on STD, LTD, and Life Insurance. It s…
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This BLR site has the Salary Center that allows you to benchmark different positions based on place, size, and other demographics. If you don't have the budget for surveys, that is definitely your best bet.
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I can send you our intership contract if you give me your email address, but in the meantime, here are some guidelines... Internship Guidelines General Information · Advertisement and selection for internship positions must follow eq…
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I've not noticed anything in bold in any of the forums. It could be your settings. I would definitely check those. Best of luck!
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TXHRGuy makes some great points. I don't think it is advisable for you to require your employees to stay on site during unpaid breaks. If they are not clocking out or otherwise recording these breaks, you will also need to figure out a way to dete…
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I figured as much. We have a super simple review process that takes 15-20 minutes to complete for each employee, but we still only get about 45-50% completion. It is really demoralizing for our employees to get such infrequent feedback.
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We have flex scheduling based on each office and group/dept at the manager's discretion rather than individual. It works well because we have very few non-exempt employees and so record keeping is minimal. There is also a perception of fairness be…
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Just sent you ours.
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Wow...this is really helpful. Thank you so much for posting this! -E.
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It may be caused by medication or illness as you say, and if so, then you will need to figure out some accommodation. In any event, the supervisor should broach the subject of the falling asleep at his desk as soon as possible. The longer it is al…
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I agree. A simple, generic "thank you for interviewing, we enjoyed meeting you...we chose a candidate who better met our qualifications...etc." will suffice. You do not want to open yourself up to any potential liabilities by mentioning her neck ar…
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Exemption status is dependent on the position description, not number of hours worked. If you are sure your fulltime RN Supervisors are exempt, then your part-time ones should be exempt as well if they all have the same position and are doing the s…
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I agree with the other posters. It is not worth opening yourself up for possible discrimination claims and is certainly not worth the ill-will and bad press this will surely bring should the rescinded employee speak to others about his/her treatmen…
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Does that also apply to her email address? When she sends email does it not say Suzie Montoya Camanger ? If so, her name is already out there everytime she sends an email. I don't think that something that is standard business practice should be u…
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Wasn't her recent promotion due to her past productivity and performance? If she wasn't performing, she would not have been promoted and gotten the requisite increase. If someone has gotten a promotion within 6 months of their review date, we do …
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We have certificates and personalized thank you notes that we send out to employees for a job well done. We also have monthly bagel breakfasts where we publicly acknowledge anyone who has done an especially outstanding job in the previous month. W…
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I'm not aware of any legal issues per se (you're not disclosing age), but this could make some employees uncomfortable. I would have some sort of opt-out procedure. Ask them if they mind and then do not include the ones who would like to abstain fr…
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We use ADP as well. It is pretty affordable since they charge per check rather than a monthly fee.
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We tell people that they are to take 3 unpaid days off each summer. It saves us hundreds of thousands of dollars in payroll and energy costs, and people love having additional days off to enjoy the nice weather.
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If he claims exempt the only problem he could have is that when it comes time for him to pay taxes, he could owe the IRS some money. Your responsibility is to get a complete and signed W4 form. The amount of deductions or lack there of is not your …
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This is our acknowledgement: I acknowledge that I have received and had the opportunity to read the contents of this handbook, and I agree to abide by the rules and standards set forth in the handbook. I know I can find all Company policies posted …
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We give employees a flat amount monthly ($25) towards gym memberships. In order to get the amount, they must show proof of membership and on-going payment.
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There is nothing wrong with going on vacation during FMLA leave. I took my 2 month old to see my sister in CA during my FMLA leave. As long as it is verfied by the employee's doctor and she truly did have the procedure, then who is to say she can't…
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I think people don't really put thought into what they are doing. They are reluctant to throw food away for fear of seeming wasteful and so they foist it upon their coworkers instead. That makes them feel less guilty about it.