Elizabetharess
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- Elizabetharess
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There is nothing funny about our dead children...
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There's nothing about dead children. Cindy Sheehan lost a child to Irag. I got a laugh out of all of it except that. Nothing is funny about our dead children.
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As an Independent voting straight Democrat this year, I expect and hope that we have some ACTION on issues that the majority of the public are really concerned with the WAR in IRAG is the most pressing. I personally expect to be more involved, write…
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Thank you and after much thought and hard work, I am going to continue to separate the handbooks. We have such a diverse employee base between the organizations that some would be upset and not understand why the variations. I am going to agree. Add…
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Tell me about the COBRA denial. I have never had that pop up. We did have a case where we could have but the execs said to offer COBRA so I did.
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I wondered if this fell under the escheat law. I am familiar with this from the insurance industry standards but never worked with payroll. thanks
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Q1: In the past, as an employer, I was required to submit all Forms W-4 that claimed complete exemption from withholding (when $200 or more in weekly wages were regularly expected) or claimed more than 10 allowances. What Forms W-4 do I now have to …
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The IRS did away with the requirement about 4 years ago. I just need to know if that still remains in place. I don't send anything to the IRS unless required. Thanks
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In the state of Wisconsin an hourly employee must be paid for any travel time outside their normal work area. It was a real zinger for me to discover this. So, check state law as well as DOL.
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Thank you, I am going to battle here to have them properly displayed.
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Yes, that is what I thought. Just FYI, I was told the OSHA had to have 14 font size for proper displaying. We have some facilities that "stack" there notices in one plastic envelope and I am trying to get them to have them displayed better. With ou…
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I would first be sure that this ee passes the exempt test, if so then you do not need to pay him for excessive hours. But really make sure he fits that standard, if not you might need to change his status. You can always pay an exempt for special si…
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Thanks for the insight. The directive is no one is to work before punching in or out. We have the 7 minute rule but for some reason in this facility there were serious misunderstandings which were not properly managed by the director. Ugh.
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I process the payroll inhouse for 150 ee's and handle all HR. It is a bit much. I looked at the survey that the website produced and saw that about 50% of pr goes to Acctg and 50% to HR. What I like and would do if the company would go for it is wha…
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I just posted another question about punching in an out. It is about coming to work early and waiting to punch in. Based on all the information and our "Murphy's Law" syndrome, I guess it is best to have the employees punch in and out, my reluctanc…
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I have used ADP and Paychex and prefer ADP. I think the needs would help you decide the choice. Do you want reports, download right into GL, stuff like that. We presently do pr inhouse and I hate it. On top of all the other concerns I have to worry …
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Never mind. I was able to find that in the state of Wisconsin it is 7.5 minutes up or down. But here is a question...We have an employee that filed a complaint alleging that she was told to come to work early but not clock in until the scheduled hou…
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We have the same problem here and our statement is similar to the other responder. What we can do and I know of one National chain that does this, is write employees up for missing "punches" as we call them. The discipline must be consistant. Anoth…
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OK sounds good and thank you
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Hope we can keep this thread going because I too am wanting to develop a wellness program and we are on the beans and hotdogs version. No money and so any ideas will help immensely. Thanks
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Thank you, this can be exciting.
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Hi, Welcome and thanks for the input. Why did you keep the traditional? That was mentioned and we decided we would just make the jump. We have about 100 eligible ee's. Very interesting. We haven't decided on the company doing cross the board matches…
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Yes, that is an excellent idea. So simple yet so excellent.
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Thanks to all. I would have to agree with you about the biggest work is the peers. Yep, take a breath. By the way, give me some ideas on a wellness program. I have subscribed to a health newsletter. Any other suggestions that are cheap or free wou…
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I say Director, she is a facility Director not on the Board of Directors. She was upset because the 2,000 deductible is upfront and she has to pay that before her insurance covers any claims and that includes pharmacy-which she groused about changin…
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Glad to hear I am not the only one. Thanks!!!!!!!!!!!
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I am researching something that might be close to what you are looking for. A friend has this at her office. They shave off 30 minutes from their lunch hour or come in early and then they accrue an extra day off in each month. So every month each em…
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That's exactly what I am talking about. I know that ex employees with this attitude have sued former employers for what they feel should be an entitlement based on employer contributions to benefits.
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I have a new question on this. After reading and reviewing all the information, the person was sent a notice of termination. She called back stating that she expected a 30 day notice. I told her that in her original COBRA notification documents it i…
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OK! In reading the Supreme Ct document and the article you sent me (Thank You!)I interpret my situation to be that the terminated employee became entitled to Medicare after she quit and was on COBRA with the company. "If Medicare entitlement occurs …