dixied
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I also will greatly appreciate receiving a copy of your PTO policy .. [email]ddavis@fmne.com[/email]
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One more request for your performance review template. I would greatly appreciate it. Email address is: [email]ddavis@fmne.com[/email]
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We purge our old personnel files seven years after their termination. There are the "special" ones that we keep just in case they ever apply again - we won't hire them.
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We have 220 employees. We use Access to track our vacation, sick leave, FMLA, disability, etc. It works well, but does not show the employee on their paycheck their balance. Managers track their direct reports by hand.
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We have the following time allowed: Parents, spouse, child(ren)-- up to 5 days Brother, sister, in-laws (parental, sibling)-- up to 3 days Grandparent, in-law grandparent -- up to 2 days Aunts, uncles, cousins -- up to 1…
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If you provide your email address, I'll be glad to send a copy of ours. My email address is [email]ddavis@fmne.com[/email].
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We have some employees that have remote to access our computer system. We instituted a policy to ensure they are aware that if they stay home for illness for themselves or a family member, we do not expect them to perform any work. If they make an…
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Insurance company with 225 employees. Paryoll falls under the responsibility of Human Resources. I have a payroll/benefits administrator that handles it. We use ADP. This works well for us.
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We have used ADP for last 15 years. I must agreed that their CS at times is weak. They have gotten us into deeper problems at times when we have called asking how to correct an error. Otherwise, we are very happy with their reports, quality and …
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We have always paid out any accrued, but unused, vacation at time of termination. We do not pay out on unused sick pay. So, that is something we have to take a look at.
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I don't see any reason to retain check stubs for 7 years. You have your W-2 each year. We have employees request a copy of a check stub every so often. I would inquire the reason why your EE needs his since his hire date. Could you just provide…
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We pay current every-other Friday (bi-weekly). We submit payroll on Monday for a Friday paydate, by anticipating they are working their 75 hours during that payperiod. Our workweek is 37.5 hours. On Friday, the non-exempt employees turn in their ti…
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I suggest you look at the IRS website, Publication 15, Circular E (Employers Tax Guide) There, it provides information on how to tax supplemental wages, page 13. You have 3 options.
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I agree with Dan. You need not address the 40 hr.work week. Discuss the issue of taking lunch and completing her assigned tasks. You mentioned that her co-workers were having to pick up her slack. Good luck.
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Our managers total the time sheets, but payroll checks each one for accuracy and determines the OT hours. It an error is noted, the timesheet is returned to the manager. The employee must initial the change in hours.
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Our part-time employees receive holiday in the amount of their normal work schedule. Most work 4 hours per day, therefore, they receive 4 hours holiday pay. We are an insurance company.
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Thank you both for your replies. James, I didn't see the email newsletter, but I have it now. Does it make any difference if it is on the state vs. federal level? Our notice is from the state. dd
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My husband's company has this in effect. I am covered at no cost through my company, so I am not affected. But, he would have to pay a higher premium if I declined my company's insurance and opted to enroll with his.
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Teaming the new employee up with a 'buddy' from the department for the first 30 days may be an option. The buddy answers questions and basically looks out for the new employee. the buddy may receive a special compensation bonus for providing the n…
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Not sure what you are looking for. We offer direct deposit to all employees as a voluntary option. There is a form the employee must complete. What type of 'problems' do you anticipate? At termination, the employee is notified that their last che…
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Our sick leave policy allows time to be used for self-sickness or to care for spouse, child or parent who is ill. This includes doctor/dentist appointments.
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For our 2005-2006 plan year, we actually had a 1.1% decrease with BC/BS. We had a very good experience rating. This year has been about the same, so we don't anticipate any large increase for 2006-2007.
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We match 50% on their first 6% of contributions.
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It's interesting that this same question is posted on SHRM's HR Talk site. Also intersting that this occurred the the person's wife and they are not in HR, but not looking to place blame, just interested in other's opinions! I think there was quite…
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Our provider called us yesterday and informed us they were having to cancel out of our Nov. 2nd date. Their entire supply was coming from the England company. We have provided free flu shots for employees, dependents and retirees for the past severa…
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If my memory serves me correctly, you would record the accident on your OSHA log, but the treatment would be covered under the temp. agency's WC insurance.
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I don't think we can require a person on FML to return to a "lite duty", we can offer it. Even if they accept the light duty, this time counts as FML and towards their 12 week entitlement.
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You should find the information your want at: [url]http://www.dol.gov/esa/whd/fmla/[/url].
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I would not restrict the employee from working overtime if they have a full medical release. Why do you feel they are more prone to an accident when working overtime? If they aren't allowed to do OT, you can bet on some type of attitude problem or…
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Welcome to the Forum. You'll find many helpful professionals offering a wealth of information. In response to your question..."It is the employer's responsibility to designate a leave of absence as FMLA. Employees cannot waive their rights under th…