Open1
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I have +/- 250 employees and was hoping this thread would have suggestions other than PayChex, ADP & Ceridian. Like Ceridian, ADP charges an arm and a leg for each and every tiny little thing. Customer service is variable, and they send bills …
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[url]http://www.hrhero.com/employersforum/DCForumID17/1570.html[/url] I don't know if this helps - hope you get some more ideas! We're using eTime and yes, ADP charges an arm and a leg for it. Grrr.......
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When I started here, I was trying to fit a monthly bonus system into a bi-weekly payroll... It didn't work, and the system wasn't motivating anyone anyway. There is a confusing distinction between a "discretionary" and "non-discretionary" bonus. …
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I asked that same question a while back and no one seemed to know. I did a little research and here is what I came up with for our supervisors and managers: "While there is no law that explicitly says we can’t drug test before extending an offer t…
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[url]http://www.irs.gov/publications/p525/ar02.html#d0e420[/url] The way I read this, the burden is on the employee to declare the gift as income vs. the employer to withhold taxes in the first place. Did I miss something? "Holiday gifts. If yo…
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I'm sorry, but I think that would leave your company wide open if they wanted to claim oodles of OT to the labor board down the road. Our salaried nonexempt employees track their time using an Excel "timecard" and print it out and sign it each pay …
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Thank you!
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We use ADP for payroll and TimeForce for hours tracking, but I'm anxious to hear more about ezLabor!
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Hi Midge! As I understand it, you may not dock an exempt employee's pay when they are absent during part of a day (or work week for that matter), however, if you have a paid vacation/sick/PTO plan, you may use that benefit to make up the difference…
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We are also in the process of switching to TimeForce. Forrister, the instruction manual still sucks! As I understand it, Qqest is the company name and TimeForce is the timekeeping software. I'm not familiar with either Stromberg or PeoplePlanner,…
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Thank you again! Have a great week!
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Thank you very much! How do I determine the hourly rate? Do I base it on a 40 hour work week?
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You might start with a friendly memo (with language added to the employee handbook) along the lines of "as the law states everyone must take 30 minute lunch breaks..." and "we are committed to following the law." The disciplinary steps need to be i…
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I agree with the above but would like to add this depends on the kind of company you have. If they are entertaining clients, it might be a different story.
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Thank you!
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Do you have other employees that were granted extended leaves after FMLA expired?
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I believe the laws for federal employees are different, albeit similar to the ones for the private sector. You might want to check out this website: [url]http://www.opm.gov/oca/leave/index.asp[/url]
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Thank you, everyone! I've passed some of these ideas onto the supervisor. If anyone is interested in additional readying, I also found: [url]http://www.jan.wvu.edu/media/employmenthygienefact.doc[/url] A private office and working from home are …
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90 days in NV? I thought it was 7. [url]http://www.leg.state.nv.us/NRS/NRS-617.html#NRS617Sec1665[/url] " NRS 617.342 Notice of occupational disease: Requirements; availability of form; retention. 1. An employee or, in the event of t…
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Unless you have a set project with an expected completion date, extended periods of time using temps beyond 60-90 days could be viewed as an attempt to avoid providing benefits, discriminate, etc. At one employer we automatically converted the empl…
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As for the FEDERAL minimum wage poster, here's what they have to date: [url]http://www.dol.gov/esa/regs/compliance/posters/flsa.htm[/url] Speaking of legal posters, I'd like to express my frustration. Either I purchase the all-in-ones and have to…
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Off topic, Larry, you must live in the land of "10,000 what-ever-comes-handy-for-employees!" Geez, and I was concerned about CA who now have their very own state-specific PHR/SPRH designations. EEEEK! Divide employers and conquer...
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I'm assuming this is a DOT regulated test reviewed by an MRO, but I agree to the immediate termination. He should have COBRA if he chooses to go to rehab.
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Does anyone have any objective results on their reliability (false negatives and false positives), legal challenges, etc. to provide us for references? We have an MRO for standard urine tests. I reviewed the instructions for reading the results. …
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"I've used the saliva tests in the past and loved them. Results in 15 minutes, on-site testing, and a third of the price. Also, in three years I never had one single employee/applicant challenge the results. Because the testee is sitting right there…
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I'd run this by an attorney first. Offhand, I don't see anything advising them to check with a doctor before starting the program. It might enable a bulemic or ???
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There might be a need to distinguish between a customer and an employee. ??? I had a situation many years ago where a hearing impaired employee was sexually accosted by his supervisor. The supervisor thought the employee wouldn't be able to "tell…
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Hi Shirley, I honestly don't know what your legal requirements are, but it seems that with identity theft running rampant, this may be the wave of the future.
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Thanks very much! I didn't notice anything that mentioned HR staffing in a rapidly growing company. x:-( Some days it feels like I have to quit before they'll realize how much I do. Sob sob sniff. OK. End of pity party. x:-8
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Marc, you are too funny! I must admit I've resorted to this website many times to find a suitable job title: [url]http://www.bullshitjob.com/titles.html[/url]