Irie
About
- Username
- Irie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Then address the volume, not the language in which they are speaking.
-
My opinion...it is illegal for a minor to purchase cigarettes but I don't think you can stop a minor from smoking. Smoking is not a controlled substance. If the minor wants to smoke and ruin his/her health knowing how bad smoking is for them, then…
-
Yes. Each employee must be given an SPD. Our attorneys prepare this document for us as the carrier and broker refuse to put together an SPD. They tell me it is a legal document and it must contain specific language which they don't provide. Un…
-
The way I interpret this is that if the employer or its representative schedules the appointment during working hours then you must pay the employee. However, if the employee schedules the appointment during working hours it is not compensable an…
-
Another question could be: How many calls do you actually answer? Our phones have caller ID and if I don't recognize the number I let them go to voice mail then I return the necessary ones. I don't want to answer the phone and have someone on the…
-
I respond to all calls immediately with the exception of vendors, insurance brokers, etc. E-mails get responded to immediately unless of course it's from a vendor then they go right in the trash. Even if the message doesn't require a response …
-
I accept whatever documents the employee presents. As long as they appear authentic and are on the list of approved documents I don't think we are required to go any further.
-
The employee returned to work today with documentation that he was on jury duty for the past two days. He said he "forgot" to call and let us know he was on a case. I know if I take this to the PTB they will tell me to let it go so that's what I w…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-29-08 AT 11:10AM (CST)[/font][br][br]As I stated in my original post, employees are required to advise us of an absence at least 15 minutes prior to their starting time. Based on the summons for jury…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-11-08 AT 08:25AM (CST)[/font][br][br]If the employee does decline the coverage make sure they sign a waiver which states their reason for not taking the insurance.
-
Thank you.
-
Very nice. Thanks.
-
We run it concurrently as well.
-
Agree with the others - voluntary. You didn't terminate her employment. For your own protection, get it in writing from the employee that she is leaving of her own free will.
-
It is very hard to loosen the policy for variables - where do you draw the line? A bad weather day to one person is not a bad weather day to someone else. I see potential problems with doing this. Our plant manager will be presenting this situa…
-
I track my applicants in Microsoft Access. It has worked well for me in the past 18 years. I looked into other software that is available and found that it is quite expensive so I'll just stick with Access which can then be put into an Excel sprea…
-
Staunton: This subject has been discussed at great length on this Forum. Try a search and I'm sure you will find an answer to your problem. Good luck.
-
Thanks fall or your advice. Your thoughts are the same as mine. I did talk to the employee about this yesterday. It is not the first time we have gone through this as it has been happening at least a couple times a year and I'm getting tired of i…
-
I did that but she needs the SSN or ID number of the employee in order to converse with the insurance company and she said she didn't have the employee's numbers - and she didn't want the employee's SSN. I think in the future I will merely tell h…
-
Without written authorization from the employee I will only verify current employment status, date of hire and position. For term'd employees I verify date of hire/termination and position at termination. If the requester wants payroll information…
-
[font size="1" color="#FF0000"]LAST EDITED ON 11-07-07 AT 10:17AM (CST)[/font][br][br]How many employees are in the company now Wildsporty? What kind of business is it? Just curious.
-
We are a manufacturing company with about 200 employees. If an employee fails to clock in/out they are given attendance points in accordance with our point-based attendance policy. They would then have to complete a time adjustment sheet which is …
-
In accordance with our attendance policy, if an employee is summoned for court they need to pre-arrange their absence and then bring proof of attendance at court on the day they requested. They would then be excused.
-
We were "randomly" selected for a review of our AAP. It took the OFCCP two and a half years to wrap up their audit. They went gung-ho for the first year then we didn't hear from them for a year and a half. We finally got a letter from them tellin…
-
The reporting on the AAP is different than the reporting on the EEO-1. The OFCCP has not changed their categories to coincide with the EEO's. The EEOC is using 2 or more races and the OFCCP is not so you will need to classify your employees twice.…
-
We've had several discussions recently regarding this topic. Search for EEO-1 and you will find some helpful information.
-
Linda: If you have a broker you may want to run this by them to see what they think you should do. I know if I were in this situation I would contact my broker and let them know what is going on.
-
I too would advise the employee that there may be some limitations to what the plan will cover and suggest she contact member services. Since you don't process the claims (at least I don't think you do) you never know how the insurance company will…
-
While I sympathize with anyone in this situation don't you think the entitlements are getting out of hand? What's going to be next?