mwild31
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I'll do my best. In the situation described, the ee was in effect saying on line 5, "don't take out any taxes", or zeroing out the tax as the more allowances you claim, the less taxes you pay out of your paycheck. On line 6 however, the ee in ef…
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We have an EMT tech (been in the field for 20 years) come out every year for cpr/first aid training (two groups, alternate years for certification). He has drummed it into our heads to call 911 for everything short of surface cuts/minor injuries. …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-13-04 AT 02:04PM (CST)[/font][br][br]Crout - didn't even read your post (sorry - not intended to offend) or the others, I just answered the original poster's question. Sorry if mine sounded intense -…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-13-04 AT 11:28AM (CST)[/font][br][br]We provide a room & the mother pumps during her breaks and/or at lunch. So far, we haven't had any problems or anyone necessarily "abusing" the accomodation. …
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Well, I guess it could be done that way, but to quote a General from WWII I think my response would be, "Nuts!" x:D You're from WA, I'm not sure where, but in most places here, it's feast or "warm body syndrome" when it comes to hiring. When it'…
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Okay - I'll take a stab at this one. The penalties can be pretty stiff for the employer & are not necessarily off the hook even with a TPA. Not only can the DOL access penalties, but the IRS can as well. If your company is truly overcharging -…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-07-04 AT 01:34PM (CST)[/font][br][br]I guess the similarity I see, and it could be just me, is comparing this situation to a body odor one. If enough people think someone stinks, then it's usually up…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-30-04 AT 02:26PM (CST)[/font][br][br]We're closed between the 24th and the 31st of December and the 25th and the 1st are holidays for us. If we had been opened, we would observe the holiday on Friday…
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Costs will vary according to the EAP plan design, number of ee's, type of vendor, etc. We use Magellan, have 105 ee's and everyone's on board, cost = $2.78 per ee per month. This includes access to their website, financial/legal access as well as …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-07-04 AT 07:53PM (CST)[/font][br][br]lnelson - I've no doubt the ee has started to slant his excuses to medical conditions x;-) & bet it will only get worse before it gets better as I'm sure the e…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-28-04 AT 04:07PM (CST)[/font][br][br]I thank God every single day that I don't work in an union environment, but I sure appreciate those of you who do. Honestly, when an ee comes into work, isn't the…
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I've actually been a subscriber to the Washington State Law Letter for about 6 years or so. I didn't even know about the forum until my renewal package came around last year and I actually read the contents x:-8 . I can't imagine not having the su…
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MrCreosote "...after the new hire has worked 60 months..." Wow, 60 months huh? x:D
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You've probably already thought of this, but I didn't - tunnel thinking on my part I guess. Our Operation Manager just provided me with a pitfall for my categories. By advertising the different categories, current employees may think, "hey, my pos…
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Thank you for your responses. Since we usually just pay $100 at 90 days, I didn't think about incorporating the $'s over an incremental period. Thank you - great advice. x:-)
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cwells - I'm interested in learning why you think immediate termination is in order. What did you uncover during the investigation that leads you to believe as strongly as you do? Maybe it's just the way you wrote about the issue on the thread, w…
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1-2 pages are perfectly acceptable to me as long as the font is legible, the jobs listed show progression from one title/position to the next and the accompanied descriptions follow suit. If, however, the candidate has moved around to several jobs,…
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We have the same tardy policy as Popeye.
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Our policy is: Unexcused or unauthorized absence’s beyond six days per year will be considered excessive and can be grounds for disciplinary action, dismissal or status changed to part time status with no benefits. Additionally, absence beyond fou…
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I think the only reason HR is involved with payroll is because some organizations insist on it. Payroll is an accounting function in my book. Money in & money out. The only part of my job that relates to payroll is making sure that any wage i…
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[font size="1" color="#FF0000"]LAST EDITED ON 05-13-04 AT 05:48PM (CST)[/font][br][br]I'm curious too, but I don't think it's limited to just an intermittent request, rather the reg. reads as though it applies to all types of leave under FMLA. This…
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Hi Chari - without any information from the GM, I would simply write on the form that the ee was fired & no previous write ups or reprimands are on file. He'll get the UI and you can cross it off your list of "to do" issue. To your list of "to…
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Hi deniseE - I would really contact your employment attorney about this. Honestly, I think all you'll get here are opinions - but you'll need the approval of your company's attorney for the authority to go forward. Good luck.
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I'm with Shadowfax here - for my own reasons, I too just can't fully agree with Alumboy on this issue. Agreed, safety is the priority, but safety goes two ways. Let's say as the company, you did fire this guy & the information in the restrai…
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As many have already stated, we have personal/sick leave as well as vacation. Ee's can dip into either balances to cover their own illnesses or that of their families.
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In the usual and customary way appraisals are given, meaning, once a year, yes, appraisals are a waste of time. However, documenting performance is not. Once a year appraisals often only really document what's been happening within the last month …
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Goodness no, you can't stop paying her or withhold pay. If she doesn't provide the doc's within 3 days, then let her go until she can provide the doc's. If she doesn't provide the doc's within 3-10 days, then term her.
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I was doing some research on the cross-dressing thread & pulled out my Feb. 2003 SHRM mag. and ran across something interesting for this thread. If I'm looking at my map right, North Carolina protects off-duty use of lawful products, which woul…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-15-04 AT 10:54AM (CST)[/font][br][br]Not being an attorney or knowing all the ins and outs of working in North Carolina, I would think this link should help answer the question: [url]http://www.ncga.…
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Hi HRQ - We use online recruiting - through our UI offices. As an employer we get to post for free, yes, free I tell you! In addition to helping folks with their resumes and giving interview tips, the UI offices have computers for applicants to us…