Irie
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- Irie
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This post was originally posted in the "Using the Employers Forum". I suggested to the poster that she move it to an area that would get more views.
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Don't know the answer but you might want to post this in the proper section of the Forum.
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You should be just fine if you follow the new EEO-1 form. I had all of my employees self identify just to be sure I had them in the proper race/ethnic classification.
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The race and ethnic classifications have changed for the EEO-1 Report this year. See the thread in the HR Documents section titled "EEO Self-Identify Form".
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And if you fall under number 2 above you also may have to have an Affirmative Action Program. This comes under the DOL's OFCCP.
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Never, ever, under any circumstances keep any kind of race/ethnicity identification document with a completed employment application. You may find yourself in a world of trouble.
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My story: Last week a young lady left here complaining of a headache and dizziness. She went to the med center and was diagnosed with a UTI, headache, dizziness, and menstrual cramps. Now she's trying to get our WC to pay for it. Knowing Ohio's …
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As I did with the Ohio wage poster when it changed: I printed out a new one, laminated it and taped it over the old poster. I will do the same with the federal wage. Type the new wages, laminate the strip and tape it over the old rates. I will no…
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I've already received a call telling me we have to have the posters displayed by July 2007. I've been looking online to see when this goes into effect but haven't found anything. Has the President even signed it yet? According to the person who c…
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Does anyone know when this goes into effect?
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Only one document is required from List A. If you have the I-551 that is sufficient, you don't need an SS card. The list of acceptable documents states one document from list A OR one document from list B AND list C.
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Perhaps for the same reason a government contractor doesn't keep the Employee Data Records with an application. There is information on the I-9's that could be used to discriminate, e. g. the block that asks whether the employee is a citizen, law…
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Check your state laws. In some states it is illegal to terminate someone who is not working due to a work-related inujury. Also contact an attorney who will be able to guide you through this.
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Sorry I can't answer your post but I want to say "welcome back". Nice to see you again.
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[url]http://eeoc.gov/employers/surveys.html[/url] This should help.
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Yes. Detailed instructions were sent to everyone with last year's EEO-1 report. The major changes are to the job categories and the race/ethnicity categories.
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Sorry but I can't answer question 2. However, regarding question 1: I don't believe there is any reason for the EEOC to want information on applicants. The OFCCP requires applicant information for government contractors in order to complete the…
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[url]http://www.uscis.gov/files/nativedocuments/m-274.pdf[/url] Use the above to access the "Handbook for Employers". Also, here is some updated information regarding the I-9 and acceptable documentation: Special Instructions : This version of F…
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If it is a permanent resident alien card then only one verification is needed because the person is a "permanent" resident even though the card itself expires. However, if the person is not a "permanent" resident alien then yes, reverification is n…
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Even though the card (Form I-151 or I-551)has an expiration date, if the employee is a Permanent Resident Alien then you do not have to reverify the documentation.
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I agree with HR Hat. Quite often people who have a hearing problem talk very loudly and don't realize it. Just listen to people sing along with their music when they're plugged into their iPods. They can't hear their own voice so they have to sin…
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Good question. The only agency who may track this would be the BLS at [url]www.bls.gov[/url]. I'm going to see if I can find anything on their website.
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If it isn't necessary to keep documentation I see no reason to do so. It takes up room and you don't really need it for anything. We had an audit of our I-9's, I do not keep copies of the documentation and the auditors had no problem with that. …
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Do you have a medical review officer review positive results at some point? What if the employee tests positive and they have a current rx for the meds? What do you do if they test positive and don't have a current rx for the meds? Do you as an e…
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Do you use these for random, for-cause, and post-accident testing? What do you do if you get a positive result for a legal/illegal drug? Do you have an MRO review the results and talk to the employee if you get a positive? If our employees test p…
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Who administers these tests? Does someone come on premises to do them or does someone from your HR department administer them? I'm interested in knowing more information about this. Thanks.
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We have not used a saliva test for drugs but we do use a breathalyzer. Our drug testing is a urine test performed at a clinic. We do have a breathalyzer on premises which we use. Our breathalyzer is used for screening only. Employees are given a…
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Same here. We pay for the day of the injury to the end of their shift. Subsequent treatments are either PTO or no pay.
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Yep - below zero yesterday, today, and maybe tomorrow. It is very cold here...
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Sorry I can't answer your question but the new EEO-1 categories are not being applied to the OFCCP categories so there is a chance that the EEO-1 may not come in line with the EEO-4. Last year we received new instructions with our EEO-1 material.…