moneyman
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We "sight" verify the documentation for the I-9, and as said above, we do not tell the employee which documents to produce. If they ask, I will tell them that most people provide a DL and SS card because most people will have those already handy. …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-26-03 AT 08:33AM (CST)[/font][p]I've just been looking around the DOL website and everything there under garnishments show a relationship between employer/employee and last time I heard, and sub-contr…
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"On another level entirely, whether you HAVE to comply or not, it is the right thing to do. If you saw a hungry child, a cold child, a child going without, would you help, or would you shrug and go on? Children who are not receiving the support th…
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We require applications and the resume is optional. The reason we do that is that the application is a "company" document whereas the resume is the individual's document. Our legal has advised us that we have more ground to stand on if the applica…
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If I could jump in with a question ... We just had a RIF a month ago that was supposed to be 3 employees and the director ended up with cold feet I think and only made it 1 person. Now, 30 days later, he is re-thinking that decision and wants to p…
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Who knows where it came from, but it just appeared one day. I guess someone were afraid to just throw it away so they kept putting it back in the supply closet. And, well, he kept escaping "from the closet" and appearing somewhere else. He finally…
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We had an incident, years ago almost as scary as the black rat. A 10" bust of Bill Clinton kept popping up in the oddest places. Everytime it was put in the back of the supply closet, but somehow he kept getting out. It would be on someones desk …
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I don't know about an exact rulings, but as James posted above, I would consider anyone releasing information on SOMEONE ELSES salary a violation of confidentiality, regardless of whether you were the payroll clerk or someone who just happened to ge…
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Our managers may keep whatever information on timecards and leave requests that they want. Manager files are "confidential files" for only Managers, HR, legal, and Senior Management. However, the HR/payroll files are the official records for the em…
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I had one seminar speaker mention that separate should mean separate cabinets or file drawers if possible. He had heard of instances like you mention, that each individual folder was labeled separately, however, since they were kept alphbetically b…
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I heard an innovative suggestion. At a seminar, they said to turn over the signature page and ask the employee to write that they refuse to sign the document on the back. Then, you have something that at least shows that your employee was aware of…
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It's too bad that we have to feel and act this way, but it seems to be the way of the world and it affects all areas of employment. I guess things are not "simple" anymore. My husband is a teacher and I hear the trials and tribulations of male tea…
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If this is your standard practice, I would agree that you can rescind the offer. The prospective employee is not complying with company policy by refusing to sign the paperwork that allows the background check to be performed. I agree with Rockie th…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-11-02 AT 10:54AM (CST)[/font][p]Isn't that always the way it is. I've come across this too, if it's now down in black and white (actually in the code) they can ignore it. I have brought back many bi…
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[url]http://www.dol.gov/elaws/esa/flsa/hoursworked/screen1d.asp[/url] This link is from the DOL e-laws site. It has "advisors" that you can work through to answer your questions. This above link shows the "suffer or permit to work" subject. "The…
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The original post mentioned the prohibition in "restricted areas" which could cause safety problems. I am imagining a manufacturing site, plant/machine operations or computer equipment where things like food and drinks would also be restricted. Ju…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-10-02 AT 10:34AM (CST)[/font][p]No, I'm not spying on you, but I am speaking from experience.
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Sounds like a dangerous practice to me. Does your policy actually mention smoking and chewing as a definition of tobacco? If so, then I don't see how you could treat them differently. If it only mentions tobacco without a definition, then I would…
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I agree that this is a great place. I feel that this is just an extension of my department, a little friendly talk and advice among co-workers, just like stepping down the hall to the next office. I like the fact that no matter what my workplace s…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-06-02 AT 06:55AM (CST)[/font][p]I think I would include with this policy statement a "received and read acknowledgement" signed by the employee. So, not only do you have a policy but you would have t…
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I agree with Don that this should be a disciplinary issue. We have had similar problems but it was the reverse, employees starting early but NOT putting the time down on the timesheet. We have had a hard time getting the employees to understand th…
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We will verify (confirm) what the caller gives us, but will not impart any other information without a release. We figure that if the caller had a resume or employment application with information on it, we can safely say yes or no to the informati…
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We have a similar situation where most employees do not trust the HR Manager. She has been known to pass on items "in confidence" and no one wants to seek advice. Also, she has been known to pass on wholly incorrect information so that people do n…
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In some industries, banking is the first that comes to my mind, it is a common practice to require 5-day blocks of "vacation" time each year. This is an internal control function. It gives the company a reasonable time, keeping their mind on daily…
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If a spouse is currently covered under the employee's plan AT THE TIME of the divorce, then COBRA should be offered if the employer is subject to COBRA. It does not matter if the spouse's coverage would be considered secondary to the spouse, the de…
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When we hand out the I-9, we show people the back of the form that shows the types of ID acceptable and mention that most people have provided their Driver's License and SS Card. If the provide it, we ask if we can copy it and it gets filed in thei…
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We also use a bi-annual system. For new hires, there is an additional 90 day "introductory review" and then all employees are reviewed at their anniversary and 6 months later. Being a smaller company (approx 50) we can do this without much problem…
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I agree with Dianna. We always use it as a post offer procedure then there is no issue about using that to weed out "prospective" employees. The offer is made and accepted, still with the condition that the employment will commence only after the …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-25-02 AT 07:02AM (CST)[/font][p]Did you check out the "HR Documents 911" section here in the EMployers Forum? There is a "Email and Internet Policy" and "cell phone/pager policy" posted. (and I belie…
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Depending on your definition of a company picnic, I could see that it would be okay to have one now and invite everyone. Sometime you might have people off on maternity leave, they are not "too sick" to attend, or someone off on disability may not …