njjel
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- njjel
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I'm ready to go in two years so I sure hope it rebounds QUICK. Any future 401(k) money will be going into safe accounts I guess. I hope this doesn't go down like it did just a few years ago!
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And so does that mean therefore that we use middle initial for paychecks?
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Can anyone tell me where I can go to see that regulation? We are having a debate here and I need to back up my position. Thanks!
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OK. That is what I am trying to nail down. CAn we just use the middle initial or is it required to actually use the name if that is what is on the SS card?
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OK. So then we can't drop the middle name and just use the middle initial regardless of how long the name might be?
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Just to clarify (if needed) When I said look at your policies I meant your medical insurance policy - not company policy.
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You say you wouldn't eliminate health insurance however you may want to look at your policies and see if there is a minimum number of hours the ee is required to work in order to be eligible for coverage.
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How is his job performance? Is there anything there you could focus on that would give you leverage?
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We work a 35 hour work week and our part time requirement is 28 hours (4 days) before the ee is eligible to receive our benefits.
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We have an employee who takes garlic tablets for health purposes. You can only imagine the odor that comes from THAT office!
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this is a determination management needs to make. we allow it (we allow a lot of things!) However, if it gets out of hand and you have numerous complaints, then you may want to put out a policy prohibiting it. I would say that as long as the ee's…
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Good advice above and next neogitation time I would definitely be pushing for vacation time by seniority with a definite set number of ee's that could be off at any one time.
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Found out that she also has C. P. So it isn't just carpal tunnel
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We used to celebrate birthdays once a month. It was discontinued because no one seemed to want to be responsible to pick up the cake! We do have special parties and our director grants an extra 1/2 hour or hour for it and staff brings or pays for …
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Where I worked previously, we trained people in CPR who volunteered to be a First Responder.
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I am sure that I speak for all on the forum that he will be missed. Please expess our sympathy to his family if you have any contacts to them.
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Yes I understood TN's point, and I still am glad I'm not in MS! :-)
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PORK that would be your range for 3-5 years experience also? If so I'm glad I'm not in MS! :-)
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TN HR that all depends on where the responders are from. if some respond that are in this area then it will be of assistance. One can only hope!
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Wow! And I thought we were low! I'd be interested to see others if you would be able help.
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We will give 1/2 day on Friday and off all day on the Monday.
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At our company we would more than likely NOT charge the ee for the back premium, but would tell the ee about the error and beging to deduct the correct amount, next pay period. We all make mistakes. Just fix it and move on.
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I received my degree from the school of hard knocks! I would definitely recommend the SHRM certifications as they provide more directly related training. However as stated above, many smaller organizations are not aware of the value of that traini…
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I guess we win the prize for the most holidays. We have 13 one of which is a floating holiday.
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In another life we did not include those on disability and the thinking was if they are too sick to work they are too sick to attend a party. Harsh? Maybe. But that is what was done.
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I would not delay. I would terminate him immediately! That is of course if you have a policy that states this and you enforce it for all. Even if you don't have a written policy, this is grounds for dismissal. Do not touch the alcholism part!
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I do not advise giving ee's any medications at all. This has been supported by our legal counsel. Can there be times when it is not a problem, sure, however the exposure to risk is too great. Now if a co-worker came to me personally and said do yo…
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Apparently some of the ee's are NOT turning in the evaluations. I know that if it were me I would not turn one in either.
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I can't see it doing good in our case, but then I don't get a vote! I see it turning out not to the betterment for our managers. In addition the evaluations are not being done by an outside firm and are being send not to HR but to an administrativ…
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Gillian - Were the evaluations done anonymously? Or did the manager know who made what comments and how did it turn out in the end?