njjel
About
- Username
- njjel
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Also, when a new hire becomes eligible for health insurance you are required to give them the COBRA Initital Notification Notice.
-
We do not require it and I don't see a benefit to it in particular. We do give the new hire a copy of the job description, however.
-
I personally keep that info forever. One never knows when you might need it! To the best of my knowledge there are no regulations that cover this.
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-19-05 AT 08:40AM (CST)[/font][br][br]No it's not illegal but if you were ever to have an I-9 audit why would you want to give them the opportunity to access all of your personnel files? Keep the I-9'…
-
Sorry, no I don't have a form, but I was wondering how many companys allow their ee's to transfer their vacation time to another ee? And also does upper management participate in this too and is it considered discriminatory?
-
All but FMLA leave request forms are kept in finance (yippee!)
-
i took an 11 week course which was tough but i felt it prepared us well. However the course I took was over $1,000 for the 11 weeks. So be prepared for that expenditure and good luck.
-
Of course if both the company and ee qualify there is time off through FMLA provided for with adoptions.
-
We have no written policy on exit interviews, but do perform them when possible. If you like I can send you a copy of our form.
-
We are a non profit agency with about 90 ee's and offer 5 days for immediate family and 3 days for grand parents, in laws, aunts and uncles. They are paid days separate from any other accrued leave. Looks like we are very generous. In addition we…
-
My biggest problem is gettig the supervisor to make any documentation at all! They know they are supposed to and yet the don't!
-
It would be an insult to our volunteers to present them with an evaluation form! If a volunteer isn't working out.....so be it let them go as gently as possible but to do evaluations???? I agree with Don.
-
In our organization, the staff (several) sit in on interviews and receive a copy of both the resume and the application. (I am not in favor of this large group participation, however I am outvoted at the current time.) As all of these staff member…
-
All medical information, be it worker's comp or personal disability or a note from the ee's physican MUST be kept in a separate filing cabinet from the personnel file under lock and key
-
Now we do often have PAID interns and then they get our normal new hire paperwork. We do however keep a file with resume on the unpaid interns and volunteers, just for our own records.
-
We have volunteers an interns all of time time. We give them a Volunteer/Intern sheet to fill out their name, address, emergeny phone number, etc. and then also give them our progam do's and don'ts. there is no criteria other than they want to vol…
-
Good grief your CEO doesn't want much does h/she? We offer comp time after 40 hours and they may accrue up to 35 hours as we work a 35 hour work week. They may use it any time with approval.
-
Our ee's are not limited to take their accrued time. they can only carry over 15 days of vacation upon resignation so many can and do use their time including sick time which we can request doctor's note for, but we never have!
-
Our P/R department is under Finance - thank heavens! HR does all the benefits, interviewing, W.C. etc. We have 8 offices with a total of 120 ee's scattered over a 7 county area!
-
I'd like to add that if you are a New JErsey employer you may NOT grant ee's comp time as hourly ee's must be paid for all hours worked in the work week. However exempt ee's may receive comp time. Within the same work week you may have an ee work …
-
In NJ an hourly employee must be paid for "all hours worked" in a work week. therefore, comp time is not legal in NJ for hourly employees. Our exempt ee's however can earn (by contract) up to 35 additional hours in comp time per year. Anything th…
-
I would think that there would be exceptions for extreme weather wherein almost no one could get to work anywhere. You should check with your state regs.
-
When our office is closed due to inclement weather all ee's are paid.
-
You can dock their sick bank until it is exhausted BUT if they work any part of a day and they have no sick bank or other bank of time left, you must pay them for the full day. You may NOT dock their pay.
-
According to the regs, when an exempt ee works part of any one day they must be paid for the full day even if they have used up all of their accrued leave time. So they would be paid for 4 days.
-
In NJ employees must be paid for all hours worked by the next pay period (even if you don't have a time sheet (hours) for them). So it goes by your state regs. If it is accrued time that is to be paid (upon an ee leaving) that must be paid no late…
-
Marc - that applies only to full day absences. If an exempt works a partial day and has used up their bank, they must be paid for a full day. At least that is my understanding. Regarding the discipline part - I believe even the new regs do not p…
-
If you don't pay an ee that is exempt when FLSA states they must be paid, then there is a violation. I don't believe that just b/c a company makes a policy to not pay ee's that makes it legal.
-
Wow. I'm not at all sure I would venture there! A company can't make rules that violate FLSA.
-
OK. So what if an exempt ee works 1/2 a day and leaves for a doctor's appointment. They had a sick bank and a vacation bank but it is used up. Can the employer now dock their pay?