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mamhradm

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mamhradm
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  • Great! Thank you.
    in CA timekeeping requirements Comment by mamhradm September 2004
  • Thanks for the quick response. So if the employee works 8-12 and 1-5 s/he is only required to show on the timesheet, the 4 hours in the morning and the 4 hours in the afternoon (whether they took a 10 minute break or not)?
    in CA timekeeping requirements Comment by mamhradm September 2004
  • Not making this a 'mandatory' attendance puts a different slant on what would be compensated, however: 1. By part-time, do you mean they are working only 1/2 days? If so, I would pay for 1/2 day (4 hours) that they are in attendance at a session…
    in Overnight Conference/Training attendance for part-time employees Comment by mamhradm July 2003
  • There is no federal law that sets out how often or in what form employers must pay wages to employees - whether thru resignation or termination, so the state law would apply. In Wisconsin: if the employee is not under a contract or on a commission…
    in Final Paychecks Comment by mamhradm February 2003
  • Thank you for that clarification - however, we pay exempt personnel a straight time rate for hours worked over 40. Are you saying then, that, partial days (after the 40 hour criteria has been met)do not need to be added to in order to make an 8 hou…
    in Exempt personnel at project sites Comment by mamhradm September 2002
  • "...also be paid out her sick time... Will her sick time cover the 3 months she is wanting to keep her premiums low? If so, why not show her termination date at the end of the 3 months, she is still employed but using paid sick leave (FMLA wouldn'…
    in Employee not returning after leave Comment by mamhradm July 2003
  • If a primary care physician gave his opinion, I'd go with it. Four weeks is not that long in the overall scheme. We had an employee who's father passed away (very close to) and did not take a long enough time off to grieve. Her direct report was …
    in FMLA request for "complicated grief reaction" Comment by mamhradm July 2003
  • We've been very pleased with our provider: PreCheck Inc. 1283 North Post Oak Rd. Houston, Tx. 77055-7200 Direct number to Manager of Sales & Marketing: 713-861-5959 888-372-5874
    in Background Check Companies - Help! Comment by mamhradm September 2003
  • Thanks again to all of you for the rapid response. I was able to dodge a bullet with this manager. I emphasized the main points (clearly defined by the forum) and the necessity of proceeding with caution. He agreed with me and will move forward w…
    in Demotion or reassigning position Comment by mamhradm August 2003
  • Thank you both for the input. There won't have been much documentation. The facility was 'manned' with contract workers that would roll to full-time employees when a new owner was decided. These are good points, however in this situation, there w…
    in Demotion or reassigning position Comment by mamhradm August 2003
  • It has been my experience that counter-offers rarely work out for the best. I'm not sure I would bless them as they left, but, your next issue would be - under what circumstances would you accept them back.
    in Poaching Employees Comment by mamhradm August 2003
  • Your executives need to understand that some odors may be offensive enough for WC issues. We previously were in a building where some type of odor (a chemical type) carried into the office thru the roof vents (good old Texas wind). One employee …
    in Odor in the Office-dead Rat Comment by mamhradm August 2003
  • I agree with HR in CA. In the absence of a policy, pay straight time. Our policy specifically states that paid time off hours (vacation, holiday, etc) are not included in actual hours worked for calculating overtime pay.
    in How would you pay him? Comment by mamhradm July 2003
  • Excuse me, jajwanda, but I have a question for scottorr. Did the DOL give you a source citing where it states an employee on an 8-5 schedule must take a lunch between 11:00 and 2:00? Was it specific to your state or federal?
    in My SPOILED Employee!! Comment by mamhradm July 2003
  • This is really a tough situation, especially since pregnancy varies so much by individuals and is legally recognized (Pregnancy Discrimination Act, etc.). When you say 'my employee', does she report to you or are you co-workers? I had an employee …
    in HR too nice. Comment by mamhradm July 2003
  • We recently went through a Reduction In Force. Depending on how many positions are eliminated, your plan should give reasons for the reduction or elimination of the position(s). Before the plan was finalized and rolled out - we informed our employ…
    in AGE DISCRIMINATION?! Comment by mamhradm July 2003
  • Yes Capri pants are allowed, management would prefer they not be, however, they haven't been disallowed as yet. They don't view it as the professional image they want the company to maintain and are not allowed when meeting with customers. Our HR …
    in capri pants Comment by mamhradm June 2003
  • Thanks, Don Some days (as anyone in HR knows)it does drive you mad (that's why they won't let me have sharp objects anymore).
    in DOT and Contract labor Comment by mamhradm June 2003
  • Thanks, Don, I'm leaving laughing today!!
    in is this harassment? help!!! Comment by mamhradm June 2003
  • Thanks Popeye, That was just what I needed. I needed a way to cut down a very generous benefit and still be reasonable. Have a great weekend!
    in Immediate Family Comment by mamhradm April 2003