mrsbowden
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Comments
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I could be totally off, but is this an ADA issue? I am not sure?
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eeewww..the saliva test sounds nasty. I think I would agree with the others just do pre-employment..Once you call them and tell them 24hrs. most people will have a reason they do not want the position...like I said MOST x:)
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That policy right there justifys your diciplinary actions then...GOOD for you! Good luck!
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At this point I would put all of my worries on the EE, especially if it is one you don't want to loose..b/c apparently the GM has more under his hat than he is willing to share! so let him go..but if it is found that he did know about the harassment…
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Don, were can I find the law stated...I would like to show my supervisor? We have had diagreements in the past about appropriate times to keep sol. and unsol. --------Thanks again.
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We keep all solicited resumes for 1 year (although I have heard for EEO purposes you should keep them for 2) and we keep non-solicited resumes for 6 months. I think this is about average.
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I agree..no cons...but a big pro for us is that we can also use this page to include our employment at-will statement.
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I agaree I don't think many people keep these, I keep mine but have to force my husband to give me his so that I can file it...it normally ends up in the trash.
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Since our policy is vague and states that excessive absenteeism can be disciplined/termed my director suggested that everyone has a different meaning of excessive and to encourage the supervisor to make her own definition of excessive and to impleme…
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Could you please fax that to me...at 304-357-4832 Thanks a Bunch!
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I understand a good attendance policy should state how many absences and with in what period of time will call for disciplinary action, but at this time we do not have this time frame establised only what I quoted above. Anymore Help on what to do? …
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We have devloped a new handbook but it has not yet been approved to use and it has a lot more and better policies, our current policy doesn't state alot about absenteeism, it just says.... "two successive days without notifying the upervisor, or ex…
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I agree...there is a difference between being late every now and then b/c you can not predict traffic and being late 2 and 3 times a week. BUT, one very important issue to look at is......Is everyone else at work or working ON TIME? (we have to mak…
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The info. that I have found seems to base whether or not you have to file the 5500 on Pension and Welfare and Large and Small plans (# of participants).
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approx 311
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HRQ, I think that is GREAT! I think all schools maybe even employers need and UGLY BOX x:)
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I think that as an employer you have the right to keep vulgar things such as these out of the work place, even though you may not have a dress code or his shirt is not directly spelling out the offensive word/words I feel it is close enough. Also, …
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Would this still be considered WC? I guess I am asking if these attacks can occur with just about anything maybe even an allergy from something at home she wasnt aware of, and had a reaction after arriving at work would you still have to turn it in…
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Hot off the press....9.5%
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I am not holding my breath for a good number...is there such a thing as a good number when it comes to benefits increases :-S Our insurance brokers just came today to talk to the VP of Finance and open enrollment is soon...I am scared to see the re…
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Hello all, I am new to the insurance game and I am not even sure what an RFP, would any mind sharing their definition or possibly showing me a copy of one? Thanks again! We should find out in the next few weeks about our increases, but of course w…
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I too am extremely interested in any information about a newsletter. I have worked here for 5 months and when I started I asked around about a newsletter and it seemed to be a pass the buck thing. So the President is stiring the pot again, and I d…
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GREAT! I knew I could count on my good friends at the Forum for straight answers! I think they would drop dead if I said that xclap But it made for a good laugh for a Wednesday afternoon! You guys are great!
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You said that you are taking steps to insure your hiring process including advising new employees, if we are verifying each employee as they are hired are we required to do an annual verification?...to verify name changes etc.?
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crawford, Thanks a million...this was exactly what I needed a place to start, there are some definite confusing pieces, I am a bit confused as to why you would have to ask employees to see there cards, shouldn't we have a copy of EVERYONES card? Or…
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Hello all, I am dazed and confused at this point. I have been in a cave apparently b/c this is the first I have heard about this topic so I am glad this thread came back around. Any help on where or how I should begin this process I MEAN SQUARE O…
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Okay another question from the same hiring supervisor. She says that people keep calling her and asking why they didn't get the position. She would like to give the a response but doesn't want to be rude of course. Is there anything to say withou…
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I would love to see what you have. I am the HR Coordinator for a small private college [email]casseybowden@ucwv.edu[/email]
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Could you also send me a copy of the the policy, if you have time thank you [email]casseybowden@ucwv.edu[/email] or 304-357-4994