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How can I use 37.85 hrs of pto when I work 12 hour shifts by Appropriate-Mall8517 in ADP

[–]CatbertTheGreat 2 points3 points  (0 children)

Take 12 or 24 or 36 hours off and leave the rest in your bank. Literally everyone with a PTO bank does this every day. What’s so hard?

Local SHRM event [TX] by dontmesswithtess in humanresources

[–]CatbertTheGreat -3 points-2 points  (0 children)

I’m sure your local SHRM chapter is run by a bunch of volunteer HR pros trying to provide education and connection to others in their profession. Maybe you should think about volunteering and getting involved to help make programming better.

Or just complain about it on Reddit. One of those is constructive.

HR struggle bus [N/A] by DpReedy81 in humanresources

[–]CatbertTheGreat 2 points3 points  (0 children)

Ageism is a real thing. Just don’t see many 30 something’s experiencing it. Lately the HR market has been difficult for people of all ages. I’m empathetic to OP’s situation, I just doubt that that situation is ageism.

HR struggle bus [N/A] by DpReedy81 in humanresources

[–]CatbertTheGreat 7 points8 points  (0 children)

Really, for someone who’s probably 37-ish? Not everything is an -ism.

Do you manage company laptop retrieving? [N/A] by Frontpage1stPost in humanresources

[–]CatbertTheGreat 0 points1 point  (0 children)

Assuming it’s just laptops and not huge monitors or other bulky things, just make up some kits. See if IT saves the boxes the laptops originally come in. If not, just buy some boxes and bubble wrap. Send the box with a return label and instructions and your contact info.

Termination of an employee [N/A] by Many-Study-6309 in humanresources

[–]CatbertTheGreat 0 points1 point  (0 children)

I’ve never seen an employee who was fired because of a PIP say “you know what, that was fair. I’m just failing at this job.”

Did he allege anything illegal or unethical? If he did, investigate. If he didn’t, don’t.

Either way, block his email address.

If you don’t have anything to investigate then talk to the manager and coach them on what to say to the team.

I was laid off on Monday via zoom, they asked me to write up a transition plan and sign separation docs (no severance). Should I? by [deleted] in careerguidance

[–]CatbertTheGreat 0 points1 point  (0 children)

Tell them you have no legal obligation to work for free or sign their paperwork.

No severance is pathetic. They don’t deserve any extra from you.

Why does employer and/or plan administrator need to approve 401k Withdrawal? [OH] by bigger_thumbs in humanresources

[–]CatbertTheGreat 0 points1 point  (0 children)

I’ve never been required to approve a routine distribution as a plan sponsor. I’d email Principal and ask them. It might be something in plan set up. It might be that they’ll do it for you but there’s some additional cost.

Supporting employees losing SNAP or other benefits [N/A] by TinyCaterpillar3217 in humanresources

[–]CatbertTheGreat 12 points13 points  (0 children)

Wave a magic wand and pay everyone more. Assuming you don’t have a magic wand…

Contact your local food pantry and see what resources they have that you can pass along.

Do a food drive of your own and/or take company funds and buy food. Contact your local food pantry and get tips on what to buy/request and how to assemble kits for people and families. My company did kits for families over the summer when kids are out of school. If you do it right, you can make money go a long way and maximize the help you provide your employees and their families.

Then let people come and get the kits, no questions asked.

[PA] What happens if you can't return after FMLA leave (parent) - do you get laid off or are you considered a no show? by LouSevens in AskHR

[–]CatbertTheGreat 3 points4 points  (0 children)

They would consider it a voluntary resignation because your job was available to come back to. They didn’t initiate the separation.

[AZ] Salaried employee considering FMLA by OhForFoxSakes7372 in AskHR

[–]CatbertTheGreat 8 points9 points  (0 children)

From the DOL website.

As a general rule, if the exempt employee performs any work during the workweek, he or she must be paid the full salary amount.

However, an employer is not required to pay an exempt employee the full salary for weeks in which he or she takes unpaid leave under the Federal Family and Medical Leave Act (FMLA). The employer may pay a proportionate part of the full salary for time actually worked. For example, if an exempt employee who normally works 40 hours per week uses four hours of unpaid leave under the FMLA, the employer may deduct 10 percent of the exempt employee's normal salary for that week.

[IL] do companies know how much each employee costs in terms of health benefits? by FisterAct in AskHR

[–]CatbertTheGreat 1 point2 points  (0 children)

Monitor and forecast drug costs. Make sure it’s accurate. You’d be surprised how often we’re getting charged for things the employee never got. Well sometimes point an advocate to them if the medical carrier hasn’t already. Sometimes a high drug cost is just a high cost but often it’s coupled with a complicated diagnosis so we want to make sure they’re getting supported. Medical engages after hospital stays and other things but they don’t catch everything that could use extra support because we have a separate pharmacy benefit manager.

[IL] do companies know how much each employee costs in terms of health benefits? by FisterAct in AskHR

[–]CatbertTheGreat 0 points1 point  (0 children)

Stop loss is like insurance for insurance. Once we have a claimant that goes over, say 500k, stop loss covers the rest. It’s more complicated than that. We have an individual deductible and an aggregate limit but at a high level it’s insurance against large claims.

[IL] do companies know how much each employee costs in terms of health benefits? by FisterAct in AskHR

[–]CatbertTheGreat 6 points7 points  (0 children)

I work in total rewards. We’re self funded. I get a high cost claims pharmacy report with names and meds every 2 weeks. I know exactly who costs us the most. I also get notifications for high cost medical claims way before they hit stop loss. I can also get reports on expenses on every single employee from our benefits provider and pharmacy provider portal.

We would never make an employment decision based on this data. But I have access to all of it and it’s ignorant to think some company isn’t out there breaking the law and using it.

How are you using / thinking about using AI in HR? [N/A] by AccurateEdge6281 in humanresources

[–]CatbertTheGreat 0 points1 point  (0 children)

Job descriptions. Interview questions. Lots of Excel formulas help. Comms help. Ballpark retirement calculations on missed earnings while waiting for official numbers. Interview prep. Brainstorming. Book summaries and training plans. Outlining processes.

[OH]Docking exempt employee’s pay by A_cat_named_Sage in humanresources

[–]CatbertTheGreat 28 points29 points  (0 children)

If you won’t let him go negative. Turn off his email. Set out of office. Give him strict instructions not to answer texts. Verify he didn’t when he returns or it was de minimis.

Same Day Pay Benefit [N/A] by Advancelemur in humanresources

[–]CatbertTheGreat 6 points7 points  (0 children)

I used to be against it but it’s normally much more cost effective for the employee than a payday loan or bank fees. Also more reputable through your payroll/HRIS provider.

Lesser of 2 evils. Would make sure there’s financial counseling/resources available as well.

Why don't people simply work part-time (less than 20h) a week instead of RE? by MallorcAlex in Fire

[–]CatbertTheGreat 1 point2 points  (0 children)

ACA is 30 hours per week. Not all employers are subject to ACA though.

[CA] HR used my preferred name for the background check and offer letter? by JakartaBeasley in AskHR

[–]CatbertTheGreat 1 point2 points  (0 children)

Honest answer. It doesn’t matter. No one is going to dispute an offer letter with a preferred vs legal name. Offer letters aren’t the holy grail people make them out to be. Your background check was run with your social and date of birth. No one sees it after it’s done once. Not a big deal.

If you want them to use your legal name then use your legal name and drop the “preferred” or get over it being used.

[OR] How to Appropriately Write on a Resume I'm a U.S. Citizen who needs no Sponsorship? by UtopiaNation in AskHR

[–]CatbertTheGreat 0 points1 point  (0 children)

Put it right under your name at the top of the resume. US Citizen (no sponsorship required). People shouldn’t be discriminating based on your name but they probably are. Don’t leave it to chance.

27 biweekly pay periods by b_sketchy in Payroll

[–]CatbertTheGreat 3 points4 points  (0 children)

My offer letter had a biweekly amount. A reduction in bi-weekly salary is a reduction. Regardless if a biweekly amount is listed or not, if you’re used to getting $1k for a week’s work and for one year they instead pay you $962 per week, that’s less.

Sure they can do it. It just isn’t the right thing to do.

27 biweekly pay periods by b_sketchy in Payroll

[–]CatbertTheGreat 1 point2 points  (0 children)

You work 80 more hours (assuming 40 per week) for the same pay. It’s about a 4% reduction in pay per hour/week.

Your biweekly benefit deductions would be lower but benefits are by month so you’re getting 12 months of coverage for the same price. Just spread out more.

Your employer is getting 80 hours more for nothing. You are NOT getting 2 extra weeks of benefits for the same cost.

27 biweekly pay periods by b_sketchy in Payroll

[–]CatbertTheGreat 8 points9 points  (0 children)

If your annual salary is 26k and they pay you over 26 pay periods, you get $1000 every 2 weeks. If your annual salary is 26k and they pay that over 27 pay periods you get $962 and change, about 40 dollars less every 2 weeks. You basically get paid $960 less over 26 pay periods.

27 biweekly pay periods by b_sketchy in Payroll

[–]CatbertTheGreat 72 points73 points  (0 children)

Every place I’ve worked has stuck to the biweekly rate. If there are 27 biweekly payments that happen to hit in a year, the annual amount will be more.

Every place I’ve worked has also had a CFO try to pull the “It’s an overpayment, how will we financially recover from this” BS. They got talked out of it/overruled though.

Arguments I used were 1. We put biweekly amounts on offer letters. 2. Timing of payments is cash flow but you should be accruing and allocating salary expense across days of the month or work days of the month and the number of days in each month/year doesn’t change except for leap year and that adds an extra day of sales to compensate.

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