ritamcguire
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CY2003: No general pay raise. Several employees(about 10% of our work force) received a merit raise of about 5% for exceptual performance. CY2004: Dur to a better economic outlook, all employees received a 3% raise, in part to make up for the …
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We went to Great Plains/Dynamics two years ago. We have been very happy with both their product and their service.
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As I understand the problem, there is one major complaint reagrding the proposed FLSA changes. That problem is the phrase in the proposed change that lets the employer substitute comp time in lieu of monetary payment when an employee has earned ove…
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Hatchetman: Thanks for the input. Rita M
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Pattyo & Hatchetman: Our company gives a Paid Day Off (PDO) for three months of perfect attendance. The day off can be taken at anytime at the employee's discretion. It can be accrued for as long as the employee is employed with our company, …
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We work a schedule very similar to what you're considering. We have one shift that works 3 X 12 hour M-T-W and another shift that works 3 X 12 Th-F-Sat. We pay a 4 hour bonus if they work their scheduled 36 hours. If they work more than 36 hours …
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A question concerning AFLAC! Do any readers have experience with the following scenario/problem? Several HR reps that I know mentioned that their main concern with AFLAC is the fact that AFLAC pays workers while the workers are out on work comp. …
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"Nursing Room" "New Mothers' Room" "Moms' Room" "Lactation Room" Also include a sign that states "Women Only", to help stop any voyeuristic men.
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Wildsporty: You've apparently come up with a great idea that many of us are interested in. Rather than answering each request individually, can you summarize for all of us the procedures you use to have the employees put their unused PTO into the …
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I agree with NaeNae, the couple is still married whether one of them loses their arm or any other appendage. I don't think you have any problem in the near term. I don't think you need to worry too much at this time. I don't even see a need to bri…
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Same as Irie. Our local clinic administered over 100 shots at $20 each in October to employees at our three locations. They indicated there was no supply problem in GA.
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>How can you require employees to have direct >deposit? What if an employee doesn't have a >bank account? Same question for Dutch2. Our CEO has been trying to have us go "mandatory direct deposit" for several years. So far I've…
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Just to be on the safe side, I would. But the real HIPPA issue is not knowledge of medical info that has been voluntarily given to you, but disclosure of the info once you are made aware of it.
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75% match of first 4% contributed.
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We deal directly with Principal Financial Group and receive excellent service. Their daily support both to me as an employer and individually to our employees is superb. They visit our plants for excellent presentations whenever we ask them to. …
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Medical coverage is a benefit that we GIVE our employees. It's not a right that they can demand. Why make it any more complicated than it has to be. We pay 95% of the employee's medical coverage and ~70% of any family members he/she wishes to a…
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We do not give any reimbursement to an employee whose spouse is on another company's plan. If both husband and wife work for our company, we do allow both to enroll individually since this is much cheaper for the employees.
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Popeye: I hate to go off in a different direction, but your post brings me back to an issue I posted a long time ago. That is, when your employees take their three hours of extra vaction time, which was earned for perfect attendance, do you have t…
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Good point! Thanks again.
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Thanks! That's more than I knew yesterday. Six years sounds reasonable and we can still clear out 40+ years of useless records.
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Is this just your company's policy or is it stated in some regulation? Being a 50 year old company, we also have massive amounts of old outdated enrollment forms that I would like to shred.
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CRS: We have a system very close to that which you described. It was in-place before I got here. My question is, "How do you give credit to first year employees for the time worked between between Jan 1 & Dec 31?" If you have it explained in…
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What is a Premium Only Plan (POP)?
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When I first arrived at this company, we granted uo to three days of bereavement pay only if scheduled to work and only on the day before & after the funeral and the funeral day. With all the variables such as preparing for the funeral, taking …
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In regards to company contributions or any other company 401K policy, there are no differences based on an employee's age and there shouldn't be. A 65 year old employee gets the same 401k benefits as a 30 year old employee. The only differences wo…
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Marc and Stilldazed: Thanks for two good suggestions! Per Marc's suggestion, I'll run this through our attourney. Per Still's suggestion, I'm looking into your comment that he has to be actively working to start his medical plan. Thanks again. …
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Irene: Thanks. Good info is never too late.
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Thanks. I really hadn't thought about sending her to a state agency.
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Our company pays 85% of the actual employee's medical premium and about 50% of family coverage if selected.
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What if the parents (not married) of a new born child worked for the same company? Does the Mother & Father (again not married) share 12 weeks for their child as would a married couple or do they each get 12 weeks to care for their new-born (a…