pork1
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HCCADC: Thanks Don, you have the answer. PORK
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[font size="1" color="#FF0000"]LAST EDITED ON 04-26-05 AT 11:37AM (CST)[/font][br][br]SUPERLATIVE_KC: Interesting post...I did a google on (social security card "valid for work only") IT TOOK ME TO A LISTING AND THIS SPECIFIC ISSUE. This is number…
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DON: NJJEL had her answer long ago, while you spun spider webs around a fleeting source. You have again made my point for that I am pleased. You understand full well because you are able to read my mind and reshape words to fit your needs for a s…
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BUT, Gene, do you not read that it is not one notice 12 weeks out but 3 notices from the employer and one by the 3rd party administrator that make my 5 ace hand pretty strong. Maybe it is my deep shaded sunglasses that does not let you see when I a…
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TN HR: You are absolutely right, thus my letter 12 weeks in advance has satisfied the notification the 1st time, it is also replayed the information with the 2nd letter of termination, which will also have the COBRA information and option included,…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-27-05 AT 11:48AM (CST)[/font][br][br]DON: USELESS!!! NO DOCUMENT PERTAINING TO THE HR ARENA IS EVER "USELESS IN THE CONDUCT OF LITIGATION ACTIVITIES". Pro-active actions on the part of the employer …
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Don: Good morning and again THANK YOU for your superb ability to support my efforts to assist others in HR actions that work. You are factually absolutely correct and that is good. What good does it do you to insert words and thoughts that atte…
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Don: Thanks for the clarification and the repeat of the specific facts not posted by me. For all, our letter has stood as a supporting document that the employee knew of the COBRA system and was even more clearily notified by the 3rd Party Adminis…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-26-05 AT 12:13PM (CST)[/font][br][br]LINDA: In our letter near the end, we put words into the letter that tells the concerned ee "the must return date or be terminated" from our employer/employee re…
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NJJEL: In our case, the 12 week notice letter for FMLA would have stipulated their termination date and that would have become the effective date for COBRA coverage. Thus, the answer to your question, if everything else is equal, 12 weeks in advan…
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NJJEL: Our COBRA notice program is developed by our 3rd Party administrator in their letter head. We provide them with the termination notice and they go into action to get the notice sent and enrollment accomplished, accordingly. Our main worry …
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NJJEL: Your letter has a date for the sun to set on this person's situation (4/29/2005) and return to full duty with no restrictions is required by the close of business on that date. Based on prior knowledge and no other recourse on 4/29/2005 your…
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GLC: You might choose to activate your e-mail address for the forum. I clicked on the letter/icon to send you a personal message, but it was "inactive" so I could not write you a "thank you" for taking the heat off of me. we all make good and poo…
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GENE: Apology accepted! I hope we win the battle for the small business employer and the Blessed Foreign National Worker that have such a great work ethic. They have to be Blessed for all that they have lived through in the name of freedom. PORK
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GENE: Where are you coming from???? I have for 5 years been working this issue as an advocate of the illegal foreign workers. I became involved when our North Carolina Headquarters asked and recommended we hire Hispanic workers. We did and enjoy…
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You are wrong again! I have never made the claim that my industry was clean on the issue. I have been working for 5 years to get the right to register and identify our employees and all illegals, who are driven to lead a NOMADS life in our country…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-26-05 AT 10:50AM (CST)[/font][br][br]GENE: What political and opinionated diatribe? My post does not orient toward any political side one way or the other. It is fact, as you have also stated (11 M…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-25-05 AT 04:48PM (CST)[/font][br][br]Good afternoon folks: I believe that we are writing about two different requirements. Our state also has a requirment to report all employees hired on a sepera…
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MaryB: Welcome to the Forum! Don's post is right on. One of our employees applied for us to "voluntary Quit" his employment status and to pay out his "vacation and sick" vacation time directly with his supervisor and our newly operating payroll…
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HRinGA: "Recent employee" with less than 60 days, I believe I would with hold my trump cards and terminate with "no explanation other than we are not comfortable that our relationship is going to work out for the long haul, therefore, we are lettin…
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I agree with Don. We have a written clause that says if the accident injury cost us over $1.00 to get you repaired, then you are subject to providing a urine sample for tested. The refusal to give a sample for testing and/or the positive drug test…
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Don is as usual "right on" with the very words that we all wish that we had the experience and wisdom to store. What size straw hat does wear? About a 6 gallon. It is in the emergency plans requirement for fire, tornadossssss, hurricanesssss, and…
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KDSPA; You may get some useful help from the forum, but I recommend you run this one by your retained attorney and get his legal opinion. We have done away with all information previously published; if it did not have any relationship to the busin…
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CROUT: It does rise to the level of dishonesty and if the companies' policy based on history, a "lie" is a "lie" and the assistant supervisor or whatever his position of authority at the moment was has "lied", then he/she gets equal punishment, eve…
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TO ALL: Ain't is "gosh darn" great that we HR folks get to deal in such interesting activities. I am so glad, that I am a subscriber to this forum. Anyone out there reading in on our dialogue on this thread should realize that this one posting ha…
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PARABEAGLE: My friend, there is nothing but personal gain by the boss, when he wants to run his household employees through the company. It can be done, however, every expense associated with the employment of this person will in the end have to b…
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DCHR9203: I suggest you contact your friendly Federal Wage & Hour folks and simply ask them the question of the integration of the pay-out and hourly rate of pay for O/T considerations. 2ndly, like the others, your company had established a CA…
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CRAWFORD: I have just read this morning that Deloitte & Touche in Michigan have found that it cost $12,000 in recruitment and training expenses to replace an average non-professional worker and $35,000 to find a new professional. If these cost…
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I concurr, I have been in a retail company who wanted to make sure there was coins on the table for the concerned ee to leave on the table should the decision to leave is thought ablut. $50,000 was put on the table and invested in mutual funds by t…
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I agree, when I am ordered to go do an investigation and bring conclusion, I will but that is not our HR role. Document, document, document and back yourself out of this situation, and push it to where it needs to be and that is squarly in the lap …