srallen
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For a non-FMLA leave of absence, the most we offer is 90 days. Each request is taken on a case by case basis. The leave does not have to go up to the max of 90 days, but can. I normally use these types of leave for people who would have qualified…
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I have faced this issue with a paper timecard system - other employees were clocking people in and out so it would look like they were there for the entire shift. Once we investigated and proved the "theft", we terminated the employees involved. I…
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Our letter was sent from the President of the company to explain that we were stopping the match for our 401k - for now. It further stressed the importance of contributing to the fund. There was verbiage on the current economic conditions, as well…
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I'm also in OK. We are an at-will state, so I would cut my losses and terminate this employee. Obviously, if you continue to put effort in, then you will probably lose her anyway. Also, if the employee is that unhappy, her productivity is probabl…
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This letter is in follow up to our telephone conversation on 3/1/01. As we discussed, your last day worked at ABC Co. was 10/22/00. You applied for and were granted Family Medical Leave (FML) from 10/22/00 through 1/9/01. This exhausted your 12 w…
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If you live in a state that recognizes Common Law marriage, then I would be sure that you allow that as well. We do reside in such a state. We have an Affidavit of Common Law Marriage that we require the employee and partner to complete and submit…
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This makes me think of an earlier post about how lonely HR work can be. They may just be grateful to have someone they can talk about these situations to since they can't discuss them outside of the HR department. Again, I wouldn't tattle, either.…
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The rule of thumb that I've always heard is one HR person for every 75 employees. Sounds like you need some help. Of course it depends on what you're being asked to do. Currently, we have titles like HR Manager, Risk and Safety Manager, Payroll C…
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They do publish the pass rates. Look at www.hrci.org This site has lots of information on the tests. Of course the SPHR is geared to be more difficult than the PHR. The biggest difference is the types of questions asked. The percentage from eac…
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You can also look on the osha.gov web-site for assistance.
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This is a very common thing in the HR field. I have had a few very good friends at work, but they knew that I couldn't discuss certain things. If they are really your friend, they will understand this restriction. You do have to be cautious about…
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We allow our exempt employees to take either whole days or half days of vacation - so we would dock that for a half day off.
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At our Corporate office, we have a monthly ice cream social. Two or three people bring in their ice cream makers and make homemade ice cream. At around 2 or 3 in the afternoon, we gather to have ice cream and celebrate the people with birthdays th…
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I would handle it like a wage survey. Call up the HR people at similar companies as yours and ask them if they will share their vacation policy with you. Most HR people are willing to share - if you are. This would give you an idea of what is bei…
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This would be an excellent time to set a new tone or practice with your reviews. We have always stressed that a performance review does NOT necessarily mean a pay increase. A performance review is simply that - a review of performance. This is a …
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We allow our office EE's to do this every year. They just have to be modest. Most times, we have a little potluck lunch in conjuction with the day. The costumes just need to be able to work in their costume.
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I would add this to your policy to help prevent abuse of the privilege. You can call them Personal Days, Apple Days, Mental Rest Days, or whatever name you want. I would put it in your current policy so that everyone knows the limits, the guidelin…
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It depends on company policy. We have a specific policy against utilizing company e-mail for personal use. Also, utilizing company working time for union organizing is against policy. If you have such policy, then follow it. If you don't have su…
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While we've haven't used them at my work, I've heard from others that they like their plans. You might ask your broker or whomever you are using to negotiate the plan to give you 2 or 3 references that you can call to ask about the plan. I've had …
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Check out www.hrci.org This is the web-site dedicated to the SPHR and PHR testing. It has all the requirements, the chance to pre-test, the costs, etc.
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I took and passed the SPHR test in January. It was a personal goal for me to do this. However, having worked my way up into the HR field at my company, passing this test added some validation to me as an HR professional. The other benefit was a r…
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As others of said, the key to the success of programs like this is the guidelines you develop for implementation and selections. I think that you also need to have a reward that is worthy of the employee "winning" this honor. If the reward is wimp…
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We are not a union shop, but we do operate under an Attendance Policy. Recently, I too had the problem of the policy not being applied equally among the supervisors. The way our policy is written, it is a "no-fault" policy - if you miss, you get a…
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While I usually get a feel for the person in the first few minutes, I don't think this style of interviewing is fair. Just because a person isn't outgoing doesn't mean they won't be a good employee. For me personally, I don't interview well anyway…
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We give pins starting at 10 years. They go by 5 year increments. Then at 20 years, we give a watch and have a presentation with cake, etc. for 25, 30, 35 years, we have the cake, etc. and normally give a monetary gift based on years of service. …
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I think that is good to do a wage survey to see if you are still competitive. If not, then you may consider making an adjustment. This is usually a very good way to persuade upper mgmt that an adjustment is necessary. You need to remain competiti…
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As others have said, make it NO ALCOHOL. We don't allow alcohol at work, so we don't allow it at the company picnic. I'm surprised your attorney didn't advise you against having alcohol. Even if you don't provide the alcohol, you can still be fou…