Sheila K

If hiring a broker is not an option, then I doubt that a consulting actuary is going to be an option either? You may want to talk to other companies (whether in your industry or not) to get information on their experiences on RFP's of this nature. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

Anna: Call some of your local childcare sites (chains especially) and ask about discounts. Many will request information regarding your company (# of anticipated users, etc) before quoting a discount. You may also be able to contract with one of these chains to provide on-site care at your location. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

Before this turns into even more of an ad for Rick's company, I will close this thread. If you would like info, please contact Rick directly. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

Questions: 1) What is your job title? Research & Development Specialist/HRD 2) What experiences help you be prepared or qualified for this job? Working knowledge of LOTS of software! Ability to deal with people in a level-headed, fair-handed manner. 3) What do you like most about your job, your company, your industry? Love my work atmosphere, very supportive supervisor. Work for a credit union, which I totally believe in (people helping people). 4) What do you like least about your job, your company, your industry? Can't always make everyone happy. Never enough time to get it all done. 5) What are the most valuable skills, knowledge, and qualifications to have in HR? Software skills, ability to talk to people, time to keep up with all the stuff to read! 6) Do you know of other locations where I can find valuable HR information? 1. http://www.infoworld.com/cgi-bin/displayCa...age.htm#perform 2. http://www.hrlawindex.com/ 3. http://www.nationalpartnership.org/workand...ons_answers.htm ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

We implemented a "Fun Committee" last year. We asked for volunteers to serve on a committee and planned several social events, usually with discounts. We planned activites once per quarter and alternated between family outings and "singles" type events. We had a day at the amusement park, as well as an afternoon at a "beach club"-type bar, with sand volleyball, etc. Discounted day at the movies (where we attended as a group) was also fun. We even did a golf tournament! It doesn't take too much work, and we allow time for the committee members to meet on company time. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

We do not allow solicitations on this bulletin board. Sheila K Moderator

CWilson: When our holiday schedule came out this year, we had a BIG discussion about this same topic. Due to several Saturday holidays, there was concern that employees were being "cheated" out of some time off. We are a credit union with close to 400 employees. Our response is that holiday pay is granted to replace income that would be lost due to closure (for a holiday). Some employers use holiday pay as an extra perk rather than granting additinoal paid time off. We have chosen not to do that. We do not promise our employees that they will have "X" number of holidays per year. The holiday schedule (and the pay accompanying it) is set based on where the holidays fall! Our only exceptions to this are for Christmas. Traditionally, if Christmas falls on a Sunday, we grant the following Monday off as a holiday...however again, we pay holiday pay on that day because if we didn't our employees would be out a day of pay. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

jnewmarch: We don't use a per person amount for benefits. We do pay our part-time people a 12.5% premium to make up for the benefits that they do not receive (medical/dental/vision/flex) This calculates to about 1/2 of what we have calculated our benefits to be worth. We figure that 25% of an employee's annual salary is used for benefits (this includes vacation, etc. also). ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

Sandy: I think that answers your question. If the cost of care can not be separated, then your dependent care $$ should be available for private kindergarten. We had our son in private kindergarten in the mornings and public kindergarten in the afternoons. The private kindergarten was in conjunction with a day care setting (Children's World) and so the care/kindergarten fees were not separated. ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

This sure seems like a harsh ruling to me. If I interpret it correctly, when I call in sick because I am ill, I have to keep my kids home with me or lose my dependent care eligibility for the day??? Realistically, how much time would you want to spend policing this section of your plan? I would be more likely to advise employees, then leave it between the employee and the IRS to duke it out, should it ever come to that (and what are the odds???) ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

It's a bit off-topic, but in the past we have held a big all-staff meeting to discuss broad changes in compensation figures. This year, we're going to send a letter to staff, as we have gotten too big to effectively communicate this information to a big group. Does anyone have a sample letter that would explain changes, including: Your position has been moved from grade x to grade y and the new salary range is a-b; your position has not changed, but your new salary range is c-d. Just would like to get a good idea of some wording... Please reply here, or e-mail me personally (MSWord attachments greatfully accepted!) at smkarizona@techie.com Thanks so much. Sheila K

Candy: Once notice is given, no time off taken in the final two weeks of employment is paid. We pay 75% of any PTO balance upon separation, so they must take the 75% in cash, not 100% in pay! ------------------ Good Luck!!! Sheila K 8^) 602 683-1013

Candy: Sorry about the e-mail address. Thought it had been updated on this system, but I'll check it again! 1. When employees leave your employment, do you pay them off for the PTO time they have on the books? {We pay 75% of the value of their PTO at separation.} 2. Playing "devils advocate" - I would think combining "vacation" and "sick/personal" time under PTO actually gives the employees more paid time off than keeping the two programs separate. Your thoughts... {POTENTIALLY there is more time off. HOWEVER, time must actually be managed by the employee to avoid needing time off for emergencies and then not having time available. Since the "RSB" time can not be used for the 1st 3 days of absence, PTO time is used and decreases the amount of time available for scheduled time off (vacations, etc.)} 3. I love the part of your policy indicating that during someone's final two-week notice of separation, PTO will not be granted. In reality, how successful have you been in upholding this? What keeps your employees from using PTO the week prior to a notice and then possibly even only giving you a 1 week notice. {Very successful! If they take a day during the last two weeks, it is not paid. Once notice is given, no PTO is paid in the final two weeks, since at that time, we would only be paying 75% on separation. We do require two weeks notice, so if EE takes a PTO day, then gives only one weeks notice, their PTO balance is decreased by a week before being paid out. If they give 3 days notice, their PTO bank would be decreased by 7 days before any time was paid.} 4. What do you do when someone does not have enough PTO to fill in for their absences (i.e., they haven't earned enough time or they are the typical earn it/use it employee and all of the sudden find themselves needing time they should have banked!)? Are they allowed so many hours of unpaid time and then you move into disciplinary procedures, etc., etc. - or what??? {At the same time we instituted our PTO policy, we instituted an absence policy as well. After 3 unscheduled absences (for any reason), a verbal warning is given. After 5 unscheduled absences, a written warning is given. After 7, the employee is terminated. This is for a rolling 12 month period. A series of consecutive days absence counts as one occurence of unscheduled absence. We do NOT allow negative hours in PTO, so any time would be unpaid. If an employee is earning/using, AND has scheduled all of their time off, then the manager will probably counsel them about banking some time for emergencies. Also, the employee would not be able to schedule any time off if they have not accrued it. If they have a scheduled vacation, but have used all their time when it rolls around, they will not be allowed the time off w/o pay.} Candy, again, I apologize for your inability to get in contact with me. Please feel free to call me if you have other questions. Sheila K R&D Specialist/Corporate Planning AFCU smkarizona@techie.com 602-683-1013 [This message has been edited by Sheila k (edited 12-22-1999).]

I agree with Joe. We do all of our non-pension enrollments once a year. Our dental, medical, vision, alternative health care and flexible spending (cafeteria) then all coincide. It's a crazy time of the year, but we only have to review our employee benefit file once per year (barring the inevitable change of status!!!) ------------------ Good Luck!!! Sheila K 8^)

Okay gang, my boss has another "cutting edge" idea to implement. At a seminar she attended, a bank HR officer stated that they had reduced their turnover from 50% to 14% and attributed a good portion of their success to contributing $25/week to employees for child care. Of course, she didn't ask for specifics, so now I get to "research" this. Running it through our FSA means that the money is taxed, although I don't see how that can be avoided anyway. Our payroll person is concerned about creating this new "class" of employees (those utilizing day care) and how to verify that they are actually eligible for the funds. Do you know of anyone (or your company)that subsidizes child care when it is not provided on-site? I'd love to get some insight and ideas on how to administer this and any pitfalls that you see that I might be missing. Hoping for a rousing good discussion on this one! Thanks in advance ------------------ Good Luck!!! Sheila K 8^)

Robin: At our company (375 employees), we have a 90 day waiting period for health/dental benefits. All FT employees have 1xsalary life insurance from day 1. All employees have EAP access from day 1. ------------------ Good Luck!!! Sheila K 8^)

Lorraine Peck Member posted 11-23-1999 10:12 -------------------------------------------------------------------------------- thanks for the response to my bennefits questions. one problem is we are a very small company right now and will grow quickly next year. we are trying to get a good package together before we grow and then always make needed changes. so we are looking at what is out there now. TO: NAC- what are work/life resourse and referral services?? thanks again, LO (moved here from separate topic)

Has anyone coordinated a health fair for your employees??? What types of services do you make available? Flu shots? Cholesterol testing? Would it seem reasonable to have a blood drive in conjunction with this type of event??? HELP!! Sheila K 8^)

I do not have any personal experience with telephone enrollment. My husband's prior employer (GTE) uses this system for it's open enrollments. You may want to contact the corporate office in Tampa Florida to discuss with a Benefits person there! ------------------ Good Luck!!! Sheila K 8^)

I sit on the board of a non-profit association. At our meeting yesterday, one of the other board members discussed their holiday festivities. It could be done in conjunction with Scott's suggestion as well. The company (a large credit card bank) rented a banquet room at a hotel close to the mall. After dinner (could just be coffee & dessert), they split up into teams and used their corporate credit card to shop for needy families that their HR department had located through a local charitable organization. They had 2 hours to complete the shopping at the mall, after which they returned to wrap all the presents. If you did coffee/dessert only, you could do that at the wrapping session instead of before. You could also serve the dinner, shop, then return to wrap and have dessert. I thought it was really a neat idea. The company then picked up the tab for the shopping expedition! (They DID have to stay within certain limits!) This would be a fun activity with a "feel-good" bonus as well! ------------------ Good Luck!!! Sheila K 8^)

Milky: Okay, now that we know what we're dealing with....I like the MasterCard voucher thing. Can you get "Smart Cards" from them? I know that Visa offers a smart card gift certificate type of thing. So does Blockbuster Video, Sears and a variety of other merchants. If your employees have a local favorite restaurant, you might consider gift certificates there. Maybe something like a Harry & David fruit of the month? They'll be getting something all year long then. There are also companies that do monthly flower delivery, monthly beer delivery and I'm sure a variety of others. I think it's nice to "spread out" the gift like that. A constant reminder that their employer thinks highly of them! How about the new "Flooz" Internet currency? If they're all PC literate and using the Internet, let them spend it online. Flooz.com will give you information regarding this. I like Flooz because you can even use it to pay the shipping! ------------------ Good Luck!!! Sheila K 8^)

I usually tell my boss that 100% of annual salary is always a good way to go!!! Seriously, we have done several things here besides just a percentage of salary. We tend to reward longevity, so for several years, we have paid bonuses based on number of service years. Last year, it was $100/year of service. This will depend a lot on what kind of money you're wanting to give out and your industry. Give us a little more information and let's see what these creative minds can come up with. ------------------ Good Luck!!! Sheila K 8^) [This message has been edited by Sheila K (edited 11-02-1999).]

If you are looking for budgeting assistance for employees, you could also use the services of a non-profit credit counseling service (such as Consumer Credit Counseling Services). Contact the National Foundation for Credit Counseling for qualified non-profits in your area. We refer employees to our local CCCS if they have an excessive number of NSF checks on their account here. But we also make information available about any classes or seminars being held by CCCS for budgeting/financial issues. In addition to that, we use CCCS to provide seminars to our credit union members. ------------------ Good Luck!!! Sheila K 8^)

WOW....Am I the only one who thinks this is pretty tacky??? My lifelong understanding of bonuses is that they are paid for PAST performance. If you can find me a company that pays a bonus BEFORE I do the work, please send an application!!! The only exception I can think of is the year that our CEO paid bonuses based on our "Commitment to the Future". All employees received them, except the ones who had given their notice to quit. Of course, they complained, but the explanation was that the commitment to the future was not proven out by their resignation! ------------------ Good Luck!!! Sheila K 8^)

HK: Are you talking about something like a Credit Union benefit, or am I missing the boat??? ------------------ Good Luck!!! Sheila K 8^)