mwild31
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Hi Ethel - this was one of the first things I changed when I took this job over three years ago - on the new hire personnel sheet - it asked for emergency phone numbers & addresses - I immediately eliminated the address requirement (for emergenc…
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Question #1 - Here's the best link I can find on the IRS site: [url]http://www.irs.gov/pub/irs-pdf/p919.pdf[/url] I've never run into the issue before, so I don't know the answer. From my reading (see the link) I would think they could change it o…
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Hi My next question is: Is your benefit plan or your retirement plan self-funded? I ask this only because, if it is not, then your benefit plan administrator, at least in my contract, as well as my 401(k)provider provides me a signature ready cop…
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How many employees do you have?
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x:-) Yes, you caught it - it was a cynical comment & I give it less time than you my friend. In fact, if they do make her exempt, here's what I believe will happen: First day, they'll have her fill out a time ticket. x;-)
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I created one in my post - do you want to get in on it Marc?
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Okay - since I responded to the other thread - I'll throw my two cents in x:-) First, this is a very different situation than the previous thread. The previous thread dealt with an existing employee, evaluated for an existing position, the positio…
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Hi Momanufacturer - First, I don't think it's a question of 'forcing' an employee to take a raise - an increase is warranted by performance and company/market conditions. Second, how the increase affects the individual is interesting, but it's not …
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Hi Don - as I was typing, the other post from Down the middle came through - which is why I sent a second post.
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Down the middle - I responded the way I did because I think going forward with the increase eliminates the emotionalism of the situation - because any increase should be based on job performance & if it was warranted at the time of the review du…
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Since the company had already decided that an increase was in order for his job performance & in keeping with company/market conditions - I would go forward with the increase. Even though the employee said he didn't want to meet with you to dis…
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Hi DJ - I don't see any issues with this approach as presented in your post - it sounds like a fine tool to utilize in the interview process.
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Hi - only to add to the good things Brad has already stated - job descriptions become pretty important when working/developing compensation systems as well. To quote Martha Stewart, "They're a good thing."
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Hi Njjel - Here's a couple of links that may be helpful - they are federal links - not state specific (I would check with your state before implementation): [url]http://www.dol.gov/dol/allcfr/ESA/Title_29/Part_541/29CFR541.2.htm[/url] [url]http:…
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Dr. Steve - ah - the appreciation is mutual. Just the viewpoints differ - each person's reality is different & as someone with successful experience in the career field working with harrassment issues as well, I feel it's good to have all sides…
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x:-) See Steve, that's the thing about the 'real world' - everyone's differs.
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Hi Georgia Peach - I agree, this is a mess. In the beginning of this thread the issue involved a female employee filing a grievance against a male supervisor alleging sexual harassment, in which the company's take on the grievance was that it doe…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-14-03 AT 07:36PM (CST)[/font][p]"We have told the complainant that her supervisor will not be changed because of this one complaint. She states "no judge in the world would make me work for that man a…
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Hi Rockie. I've been in your exact situation & sometimes "Just say no" isn't an option. Here's what I did. I created a list of functions that HR organizes & has responsibility for implementing. This includes monthly employee events (donu…
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Diversity & compliance with policies/reg's - awesome! I'm going to steal it - hope you don't mind x:*
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Hi Tammy - actually, I don't think you would have a problem accessing the information as it's a W/C injury - W/C injuries are not subject to the strict HIPPA rulings governing other medical information. Fly them a call & ask for the information…
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Dang, you're all lucky, employees have 365 days to report an injury in WA state. JM in ATL - I think you need to find out a few of things: One, is the employee saying they were injured on the job or are they saying they are sick or both? Are t…
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Hi gyost - I think HR's role is to do everything you outline & to conduct the termination meetings - it's been the practice everywhere I go & I really wouldn't want it to be any other way. By HR conducting the meeting, the company knows tha…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-03 AT 07:59PM (CST)[/font][p]Nope, you didn't - I didn't see anything there as well - I included the link because it had the phone number to the local TX offices & they can find the answer out …
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Go here: [url]http://www.state.tx.us/category.jsp?language=eng&categoryId=4.4[/url]
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Talk to the employee that she is visiting & let him know that that constant visits from his friend are interupting staff & their operations. Ask him to reduce the number of visits & shorten their length. Also, since this seems to be ha…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-03 AT 12:05PM (CST)[/font][p]2, no 5, no, wait a minute 13 or it could be 25? Basically, there's not hard and fast rule that states you have to have a handbook after achieving a certain level of e…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-09-03 AT 11:27AM (CST)[/font][p]Hi Miss C. Okay - let's roll up our sleeves and get to work. I would go first to my written review for inspiration. Typically, reviews contain topics such as accurac…
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Hi Miss C - are you the HR manager or an office manager? I'd like to know so I can phrase my response appropriately. Thanks!
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This site ties in directly with your question - see page 9, section 12: [url]http://www.state.nd.us/lr/information/acdata/pdf/46-02-07.pdf[/url] From my reading it would appear that you would only have to pay them once they 'earned' the time off -…