HR Forums: Unanswered Threads

Changes to Holidays

mzihc — Tue, 17 Nov 2009 22:19:50 GMT

Less than 50 employees, Majority of employees in state of California, with 3-4 in Florida.

Our handbook notes that employees receive 7 holidays a year and specifies those, including New Year’s Day. We also offer two floating holidays which may be designated by the company when setting each year’s holiday calendar. Also states holidays falling on Saturday will generally be observed Friday, those on Sunday generally observed Monday.

While I understand that the holidays are not mandatory in CA, they are outlined in the handbook and offered as one of our benefits.

An email was sent out today from FL corp. noting the 2010 holidays, and designating the two floating holidays. It is their intent to designate each year’s floating holiday’s moving forward. Our handbook states these may be days designated by management,

The 2010 calendar ends with designating Friday, December 31, 2010 as a holiday. Based on the total count this was designated as a “floating holiday”.

It was then brought to me by a number of employees as to whether or not Monday, January 3, 2011 would then be our “New Year’s Holiday” for 2011. Otherwise, they were concerned that for 2010 they were short a day. I.E. Friday counted for a floating in 2010 and a designated holiday in 2011 – counted twice.

I brought this up and was told that Monday Jan 3, 2011 would be a business day but that the total for the year would remain 7 holidays + 2 floating. A subsequent email was sent to employees saying this. And that 2011 dates would be provided later next year. So although New Year’s is designated in our handbook, that day would be used instead say for a previously not-celebrated holiday such as Martin Luther King day.

I believe we are within our rights to change I think. So I’m looking for help on confirming that and also concerned about whether or not this needed to be handled differently- the boss’ take is that email is the official amendment to the handbook. I can handle the change but think its appropriate for morale to provide advance notice and try to do it right but I’m not sure what is the correct way.

Comments, direction, etc helpful.

Recording birth certificates on I-9s

HR01 — Fri, 13 Nov 2009 15:07:49 GMT

In the case of birth certificates that list a birth number and a number on the bottom left(usually next to the seal), which number should be listed as the document number on the I-9 form?

Benefits Renewal - HRA or not?

HSH38 — Tue, 10 Nov 2009 15:19:19 GMT

We are looking at offering an HRA for our medical renewal effective January 1st. If we offer this plan, the overall increase to the health care plan is only 1.6%; however, the administrative fees for the HRA plan is extremely high as they charge a monthly "employee usage" fee and annual administrative fees. I'm curious about others experiences have been with an HRA, the costs to the company, and the general pros and cons.

House Health Care Bill

IT HR — Fri, 06 Nov 2009 12:19:25 GMT

Here is an article I found that talks about the impact on employers.

http: // employmentlawpost . com/hrnews/2009/11/03/house-reveals-health-care-reform-legislation/?HLR

Some key things here:

1. Penalties for employers that don't offer insurance.

2. Changes to HSA (and other similar plans) in terms of what is an allowable expense under the legislation

Wellness Incentive For Employees Not Enrolled In The Health Insurance

HRFLDist — Wed, 21 Oct 2009 12:30:10 GMT

Good Morning!

Does anyone have in place wellness incentives for the employees who are not enrolled on the health insurance plan? If so, are they the same amounts as you give for the employees enrolled on the insurance plan?

We are thinking of creating an incentive plan that employees can earn points which would either reduce the amount of their per pay period costs or for gift cards........we've had a small wellness program in place for about two years with about 15% participation and we are trying to find way to increase this to at least 75%.

Free BLR Training Session - Drug-Free Workweek

BLR_KLagana — Mon, 19 Oct 2009 12:15:16 GMT

National Drug-Free Workweek is October 19 - 25, 2009. BLR is offering a free training session to HR forum readers.

See http://www.blr.com/pages/marketing/2009/DrugFreeworkweek/default.aspx?Source=WBZ&Effort=178

FMLA TRACKING SHEET

JOCAVEL — Fri, 09 Oct 2009 20:14:17 GMT

I would very much like a copy of your FMLA Tracking Sheet. Please send to me via email at cvelez@sikorskyfcu.org. Thank you.

Relocation Expenses

PT — Thu, 08 Oct 2009 21:14:52 GMT

One of my principals wants to treat relocation expenses as a loan...anyone done this before? I've never heard of it being handled as a loan. If you have, can you provide an example of the agreement? Thanks,

Employee Evaluation Software

SubGrapHR — Wed, 07 Oct 2009 17:25:06 GMT

Good afternoon all-

I was hoping that some of you could share your insight and recommendations on good evaluation software that you have used in the past. One big area of concern is the ease of use and currently we are operating in the "stone age" with paper checklist format. Your assistance is much appreciated.

Sell of Leave /Deferred Comp

cmrooks — Tue, 06 Oct 2009 17:43:50 GMT

I am wanting to know if a "sell of leave" program falls under the new 407A tax laws for deferred compensation. Our employees can sell back to the company any leave up to the amount they can accrue in a year that they have not used and is on the books.How does the new tax law affect our leave practice?

Evaluations

hbarnes — Thu, 01 Oct 2009 14:51:10 GMT

Does anyone know of a good evaluations form that I could use? I'm trying ot find one that is like a 360 perfromance review.

Retalation

jackie123 — Fri, 18 Sep 2009 03:39:12 GMT

Situation arose last week where my bosses ex-partner (who he owes a tremendous amount of money too and isn't paying him) came into the office. I was given a heads by my boss and told when he leaves to give him a call. His ex-partner did come in, however, rather just leaving others employees came up to talk to him about the business. I called my boss shortly thereafter and told him what had happened. He was incrediably upset with the other employees talking to his ex-partner about the business and confronted them over the phone that same day.

The next day, he takes everyone in the company and tells them that no one is to talk about the company to his ex-partner. Later that day, the individuals that spoke to his partner the previous day were very upset with me because I told the boss. I tried talking (without my boss) to them all later that day however they just walked away and said they didn't have time to talk to me about it. Now my boss is all friends and joking and having a good time.

The last couple of days I have been incrediably stressed and very sick over this whole experience. Can't eat..can't sleep.

I tried taking my boss aside and explaining that I can't work like this. He assured me we would have a meeting today to work everything out. It didn't happen.

I have 2 problems with this situation...first my family is literally invested in this company. No joke. Well over 100k however, no one except my boss knows about it. He feels that if we tell the employees they would quit.

No. 2 at the meeting and later I learned. These same employees lied to my boss onto what really happened when I took them aside and tried to work things out. They claim they could not understand what I was saying and that they did not walk out. What was really sad is they told me they were going to lie to him...it was 3 against 1 and who was he going to believe.

I am not sure what to do at this point...first and foremost I am concerned about my health. It is literraly torture to go into that building. I am treated so badly. I am also in the middle of buying a house...so I can't really just quit.

Advice??? Any advice...