1. Employee Eligibility - Conditions under which an Employee is eligible for award payment. Example- If only active EE’s are to be paid, EE’s belonging to particular departments, job codes are not to be considered for referral awards, etc 2. What are the awards paid. For e.g. Is there are different referral amount for eligible employees if an applicant is hired for specific department/ location/ job code/etc, 3. After hire/rehire of applicant what is the duration that eligible EE must wait until
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1964 ensures that every person is |EEOC investigates and can enforce; | | |or national origin; protection from | |allowed the same chance of getting |employee may file suit six months | | |retaliation for opposing | |hired based on their job |after filing complaint | |
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desserts). The menu is maintained by Jill, the coordinator of the social club in the firm. At the beginning of every month, the menu is printed and distributed to employees in the firm. When an employee wants to order a lunch, the employee ticks off the food items he or she wants on the menu and sends it to Jill. Jill records information about the lunch order i.e. the employee who placed the order, which food items were ordered and the requested date. Lunch orders have to be submitted at least
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to write down their important update on daily basis. Automatically they have 4 days updates by end of the Friday. They can include Friday update at the end and submit the report. Once a month it is better to give recognition or reward to the employee who had turn in the progress report on time. If multiple employee submitted on time, raffle the reward for them. b. Name at least one way Jones can use punishment to motivate employees to turn in their reports on time. Verbal warning. c. Which of these
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the business can have any effect on whether Tony is eligible for family leave under the FMLA. The Family and Medical Leave Act state that an employer must have a staff of 50 or more employees that live within 75 miles of the business for an employee to eligible for the Family and Medical Leave Act. The total number of employees can be full-time, part-time, or temporary employees and also have been employed or on the payroll with the company for 20 or more weeks during the current year or the
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as if the employee had not taken leave. Qualified restorative and family reasons includes: individual or family sickness, family, military leave, pregnancy, appropriation, or the child care situation of a youngster. This law allows eligible employees to take up to 12 work weeks of unpaid leave during any 12-month period to attend to the serious health condition of the employee, parent, spouse or child. The law also enables the employee to take part of the unpaid leave during the 12-month period for
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EMPLOYEE ORIENTATION: Developing and Implementing an Effective Orientation Plan by Yolanda Y. Loper A Paper Presented in Partial Fulfillment Of the Requirements of OM5004 People at Work October, 2003 43725 7th Street East Lancaster, CA 93535 (661) 951-3737 Queenbyoli2@cs.com Dr. Hammond Abstract This paper will discuss the process for developing an effective plan to orient new employees to the Lancaster School District’s Early Childhood Education Division. The author will guide
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project 2. casual employees who have rendered atleast (1) year of service, whether continuous or broken, with respect to activity which they’re employed * true despite written agreements that may state employee is not regular (prevent lopsided agreements and manipulations to keep employee on casual status) A. Standards 1. Activities Performed Are Necessary or Desirable In Usual Business of Employer * connection may be made by considering nature of work to be performed and its relation
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According to the FMLA act The Family and Medical Leave Act (FMLA) provides an entitlement of up to 12 weeks of job-protected, unpaid leave during any 12-month period to eligible, covered employees for the following reasons: 1) birth and care of the eligible employee's child, or placement for adoption or foster care of a child with the employee; 2) care of an immediate family member (spouse, child, parent) who has a serious health condition; or 3) care of the employee's own serious health condition
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HUMAN RESOURCES MANUAL Human Resources Policy Restricted CHAPTER -1 SECTION – A HRP .1 MEANING OF HUMAN RESOURCES: a. ‘ Planning, sourcing, recruiting, inducting, managing the support of welfare, substantiating and implementing employment rules and inhouse policies, professional growth, disciplining, restructuring hierarchies, managing and controlling conduct, maintaining excellent professional relations, firing --------- all these activities of manpower, is human
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