valentine
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BLW Why would she have to meet the requirements of being "exempt"?? I understand that you can pay non-exempt employees on a salaried basis provided you treat them as non-exempts (pay overtime, etc)or have I been wrong all this time? We have severa…
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We are a non-profit life care community and our raises depend upon performance review and go from 3% to the top of 4% at the discretion of the Department Director. We do not give away turkeys :-( However, our residents take up a collection and giv…
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That would cause confusion for us because we do have a catagory of temporary/casual employees who work in our health center.
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I agree Rockie. We use the phrase "90 day introductary period". We are also an "at will" state in MA.
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What you say is true Don, however, we are a non profit company and don't pay quarterly into the system. We are whats called a reimbursable employer. We are billed for the cost of any and all benefits actually paid to former employees, including tho…
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We also have a 90 day probationary period. This is so that we can get the background checks back, evaluate performance, etc.; however, it also helps with our unemployment costs. If they don't make the grade we terminate them within their 90 days. …
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I agree with medical costs. Our company just got hit with a whopping increase in the health rates. We may have to pass on a possible 20% increase to our employees after holding the line for the past 4 years. They're not going to be too happy. We…
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We have an employee of the month. Our employee committee submits nominations to the Department Directors and the Department Directors also nominate people. The employee gets a plaque, $50, a day off with pay and a special parking spot for a month.…
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Excellent point, thank you. We do call applicants at a later time for other positions, mostly housekeeping and dining room as we are a retirement community, but usually they have found other positions by then. I am able to track and call people be…
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If I interview a person for a position, I have a standard form letter I send them which goes something like this. Thank you for applying for the bla bla position. I enjoyed meeting with you and learning more about your background. We had a lot o…
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We are a healcare/retirement community and must do background checks by law because of our health center. We send the CORI Criminal Offender Record Investigation form out to the Criminal Board of Massachusetts when doing paperwork with the new hire…
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The only requirement we have is to be a Human Resource Director you must have a bachelors degree in human resources or related field of business. To work in HR as an HR clerk you only need a high school equivalency.
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In MA you are an employee at will and can be fired for any reason or no reason provided you don't violate the EEOC rules. We have a paper new employees sign that says they are on a 90 day probationary and they understand they can be terminated for …
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We have a safaety committee made up of non-exempt staff from each of our departments and the chair person is a rotating department director. Each department director is expected to chair the committee for one year and they get a bonus for doing so. …
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I do criminal offender record investigations (CORI) on all new hires. It is sent to the Massachusetts Criminal Offender Registry and they send me back the background results. However, CORI is strictly confidential between person being investigated…
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thank you for your reply, that's what I thought but I wanted to be sure because MA is many times different than other states. Yes, we do have a release on our forms.