Irie
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You can keep all of your insurance-related information in the same file. You do not want to keep insurance information in the file with other employment information such as payroll records, application for employment, warning notices, etc. It is a…
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We use "Equal Opportunity Employer".
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What is the correct procedure for a contractor to obtain the ethnic information of its employees and applicants? OFCCP regulations 41 CFR 60-1.12(c) indicate that for any personnel or employment record a contractor maintains, it must be able to ide…
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You should not guess a person's race or gender from a resume. Simply put it down as "unknown". If the person comes in to complete an application and they do not complete the employment data record, then the receptionist can guess as to the person'…
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I agree with ray's approach and remember to document, document, document. Good luck.
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I use Microsoft Access. We are a 200-employee manufacturing company--federal contractor--and Access has served me well over the past 17 years. The tracking software I have priced has been very expensive. We just went through an AAP audit and I ha…
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Our policy is the same as LindaS's. You may want to contact you attorney to make sure you are not violating any provisions of the ADA.
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Ditto Dutch for me too.
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I keep mine for two years. Same as the applications they come with.
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Never keep anything in an employee's file that could possible be construed as potentially discriminatory. Your Employee Data Records should never be kept with an application and you should have it noted on the Data Record that they will be kept in …
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If she is leaving to interview and has no PTO remaining and is taking this as unpaid time I think you could discipline for attendance and terminate according to your policy. However, if the employee is using PTO then do as the others have said.
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Richard/pOrk: Wishing you the best and hope your stay in the hospital is brief. Good to hear from you.
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OK folks--in the overall scheme of things, it just ins't that important. Move on.
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My tracking method is the same as ray a's.
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Typical government...doesn't surprise me a bit.
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mbeam: Fortunately we do not use the Internet for recruiting so I don't have to worry about complying with this new rule. The only way you could accurately gather your information is to do what you have stated, an automatic response or postcard.
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Those of us who are government contractors must keep applications for three years and go into great contortions to track "applicants" as well as track hires, terminations, promotions, transfers, etc. We unfortunately have a lot more to do to keep t…
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Only government contractors who have to prepare an AAP need to be concerned about the OFCCP and Internet Applicants.
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I too agree with the other posters. Just ask if they can perform the essential functions of the position.
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Do a search of this Forum for "affirmative action plan programs". We have discussed this topic many times and there are some great recommendations.
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We are a manufacturing facility in Ohio as well and use the same wording on our applications. Our attorney said this wording is permissible on the applications. Ours only differs in that it ends with "... within the past seven years?" Reason bein…
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Just make sure you have all of your documentation and backup and that your AAP is current. Sometimes their selection is random and sometimes it isn't. You can always ask them the reason you were chosen. Good luck and let us know how you make out.
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We had no one leave to attend a rally however, had they done so they would have been subject to our attendance policy and received points for leaving. We would not have considered that an excused absence.
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B'man: I'm confused too. What's your question?
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We're only closed on the 4th. I know a lot of people will be off on the 3rd (me included). People wanting time off on Monday will have to use PTO.
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If you remove this employee it could be seen as retaliation on your part. My suggestion is to progressively discipline the employee in accordance with your written safety policies.
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1. We refer them to treatment and have them sign a reinstatement agreement. We have the right to test randomly for two years after treatment. If they test positive they lose their job. 2. We randomly test these employees within the following tw…
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We are a federal contractor and do pre-employment drug testing. When we decide to hire someone we offer them the job based on their passing the pre-employment screening. We would never tell them to take a drug test without extending a job offer fi…
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We list mother, father, brother, sister, spouse and child for three days of bereavement leave; for one day of leave we consider brother/sister-in-law, mother/father-in-law, grandparent and grandchild.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-17-06 AT 07:04AM (CST)[/font][br][br]http://www.dol.gov/esa/regs/compliance/ofccp/directives/dir265.htm [url]http://www.dol.gov/esa/regs/compliance/ofccp/faqs/iappfaqs.htm[/url] This should help.