hrbanker
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We announce new babies and name changes for the e-mail system (and with the EE's permission give the reason for the name change... Congrats to Susie Q. who will now be Susie M. due to her recent marriage...) We don't announce illnesses, accidents or…
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Is his vacation already accrued? Does your policy require him to take paid leave in lieu of unpaid leave for FMLA? Our paid time off (vacation) actually accrues in the year it is earned, so if someone was on FMLA in July, I can only require them t…
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We're 150 EE's in 3 states and 2 in HR. We haven't automated applicant tracking or benefits, and we use Ceridian Payroll/HR programs. Like you, I can't justify the cost to outsource or purchase programs to automate these areas. In the near futu…
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At this bank, I do credit checks on everyone, including the custodians. There have been times when tellers accidently threw away money. Thanks to honest custodians there was no loss to the bank. ---Does having good credit make one honest? Not ne…
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Thanks to all of you who responded. The data is eye-opening. At this point it looks like actual premiums are about 25% higher than the benefits survey data I've received. It's hard to explain to employees that they are only getting a 3% salary ad…
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Once upon a time we tried holding benefits meetings that were advertised 'not mandatory' so we didn't have to pay the employees, but it's not worth it. It caused some real headaches in HR when people really needed the information and didn't get it.…
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For the bankers who asked about the video, we got it from 1st Financial Training Services ([url]www.1stfinancialtraining.com[/url]). It's called "Banker Style: Dress like a Professional without breaking the bank". I've noticed an improvement in th…
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Ok, I'll bite. What are jelli's???
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We had a big issue about this with some employees wanting to wear capris. We don't allow them as we feel they do not convey the conservative, professional image that is so important to our customers. We're currently sending a video to all departme…
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We also use a 90-day 'orientation' period. The employee is reviewed three times during that period, and it may be extended if there are a few issues with their work, but we think they will be able to correct them. We are very careful in the wordin…
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We must have a lot of 'middle agers' here, since there are no 20-somethings and no old people, either! --Myself, I plan on being a middle ager until somewhere in my early 70's.
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I agree with LeeR. This is one side of a very complicated story. Without knowing what the harassing behavior was, it's difficult to judge the company. It reminds me of a time my 16 year old daughter came in dressed as only 16 year olds can - shor…
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We don't have a union, but it looks like you have a pretty good list there. The 'do's' could be used for any company!
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Coming up with our mission statement was a long and painful process, but when all the top staff agreed, we presented it first at our stockholders annual meeting. It is included in our employee handbook and quoted in our TV and radio commercials. W…
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Although SUV owners aren't a protected group (at least not in Ohio), the notes seem to be insulting and intimidating. Anytime a group is singled out and harassed it should be addressed. I would remind employees that intimidating behavior in the wo…
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Julia, In Ohio wages must be paid to terminated employees no later than the next regular payday. You may withhold the cost of equipment or other company material ONLY if the employee had previously signed an agreement to that effect, and then you …
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Zanne, I like Americas Community Bankers compensation survey. It lists just about every position you could come up with in banking, and breaks the data down into asset size, geographical location, and even if the company is stock or mutual ownershi…
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I don't know of any checklists, but you should have a good resourse for the HR laws. The Ohio Chamber of Commerce sells the "Ohio and Federal Employment Law Manual", and other C of C's may do the same in your state. Then look at where your greatest…
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You need to be honest in certain instances. One of the questions I ask when calling references is "Are you aware of any problems he/she has that would interfere with work, such as dishonesty or a tendency toward violence?" If a reference answered t…
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In our company the department heads consult with HR on all terminations. As HR, my job is to protect the company and to make sure these things are handled in a fair manner and that we are consistant with our discipline. As long as you haven't han…
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This is something we have to do here, too. We do security training (bank robbery) but not ergonomics or other safety issues. I've thought about having fire drills, too. Several years ago we offered CPR to all employees after a customer had a hear…
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Check out [url]www.postercompliance.com[/url] I'm not sure about California laws, but I use them for the several states where we are located and their products are compact and much more reasonable than some other suppliers.
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Several years ago I implemented a new behavior policy that included, "No unauthorized sleeping on the job." Spent the next two weeks dodging employee calls requesting sleep authorization slips. We had an employee with several health problems who w…
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I agree. My concern would be the 2 hour ride back home when the ex-employee is angry, upset, tearful, or maybe stops along the way to get blasted. I don't think the company would have a liability for an accident, but why give fodder to the ambulan…
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Zanne, I use several surveys including Crowe Chizek, Midwest Bankers Association and America's Community Bankers. They all have good material and most will give you a discount on purchase of the survey if you participate.
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I use industry specific salary surveys for general job descriptions. They at least give a starting point and usually list a few of the most important tasks of the job. For postions that have no peer, I ask the person filling the job to list 3 to 5…
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We have business dress through the week, but allow business casual on Fridays & Saturdays. Our most vocal critic of the casual attire is an ex-CEO who retired 20 years ago. Once again, Don, your experience and insight hit the nail on the head.
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We have a similar discription of immediate family for bereavement leave. Why do you want to take it out? In my 20 years in HR, I can only remember one time that it applied. In that case, it was an elderly aunt who lived with the family and had he…