Forum posts to 'Forum'

Re: Timekeeping Systems

Thu, 30 Jul 2009 05:15:48 -0400

We recently inked a deal with ADP to use the EZLabor system. I don't have the exact cost of this system, but since it is going to be web based we are going to purchase computers to replaced our existing time clocks.

This system will work well with our current ADP payroll and HR programs already in place. The time savings for payroll processing will be substantial in our application.

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Re: Timekeeping Systems

Thu, 30 Jul 2009 05:15:29 -0400

We are looking into ADP's EZLabor timekeeping system, which is all done online. They also have timeclocks available through other programs. I believe part of the cost is based on the number of employees you have.

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Re: Timekeeping Systems

Thu, 30 Jul 2009 05:14:44 -0400

We use ADI Time and Attendance-- http://www.aditime.com/

We have an older version which I plan to upgrade very soon. It has worked out well for us and I know the newest version has many more capabilities than what we are currently using. I was not here when it was purchased, but I believe the whole system including hardware/software was somewhere around 17k.

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Timekeeping Systems

Thu, 30 Jul 2009 05:14:22 -0400

Currently trying to find a new timekeeping system and time clock. Have your recently purchased one? Would you mind sharing the kind and the cost?

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Hiring Strategies

Thu, 30 Jul 2009 05:13:04 -0400

We have a member who is considering hiring a Safety Manager. Would anyone who has gone through this experience please share any stategies used to make the hire?

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Re: Drug Testing

Thu, 30 Jul 2009 05:12:15 -0400

You have mail - I've sent you our current drug testing policy. Our random (for both DOT drivers and other mandated employees) pools are managed by USIS Transportation (www.usis.com). You might also want to take a look at www.samhsa.gov, which is the government's web site for federal employers who must comply with the Drugfree Workplace Act.

If you still have questions after reviewing all of this, please let me know.

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Re: Drug Testing

Thu, 30 Jul 2009 05:11:54 -0400

We do ramdon drug testing due to the DOT requirements. We have an outside vendor (Fleet Safety) pull the names randomly so that our company is not responsible for pulling the names. We get a list from Fleet Safety at the beginning of each quarter and we have untiil the end of that quarter to get the employees on the list tested. We send all of our EE's to the Occupational Health in Hadley or Greenfield. I would definitely recommen hiring an outside vendor to pull the names randomly that way your company will not be blamed if an EE is caught on drugs.

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Drug Testing

Thu, 30 Jul 2009 05:11:30 -0400

We are planning on starting a random drug testing policy as well as a post-accident drug testing policy. I am looking for suggestions as well as current policies that companies have in place.

Any help is greatly appreciated!

Thank you.

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Re: Payroll Systems

Thu, 30 Jul 2009 05:10:29 -0400

We use Checkwriters in West Springfield. I particularly like that the checks are cut from their account (no bank reconciliations!) and I have a great deal of flexibility when I need reports. We enter our own payroll through pc input but they process everything. I have the ability to show staff the effect on their checks if they change their tax withholding or if they joined the 401k, etc. I can also design my own reports in Crystal Reports for more individualized reports. I've used their system when worked at a large company with multi departments/positions, etc. as well as an employer with 35 people. Also, once you set up your general ledger to your codes, it is is really easy to make journal entries each month. Pete Whalen is the salesman there. I love it.

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Re: Payroll Systems

Thu, 30 Jul 2009 05:10:07 -0400

We use Peachtree. We have about 80 employees throughout the year.

Peachtree is really designed for a smaller company, but I've just made adaptations to make it do what I want. I have pre-tax and post tax deductions, retirement plan, wage garnishments, etc.

I've found (from using payroll companies in the past) that the hardest part is the figuring out the hours (which you have to do anyway, regardless of system) and then when it comes back to us I have to do a lot of verification. I was always forgetting to tell them to take extra medical withholdings, or not to take them, etc.

For doing all that, I find it's a lot easier to just do the payroll myself (and I know it's right)

My favorite sales pitch: ADP now allows you to enter in all of your information directly into their computer. So what are you paying them to do?

We have manual checks and balances set up to verify weekly totals against each other and also to verify amounts withheld. We would never go to a payroll provider again.

If you know what you're doing, I think you will find it well worth your time and money to do it yourself.

Had a REALLY BAD experience with Paychex. Would not recommend them at all.

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Re: Payroll Systems

Thu, 30 Jul 2009 05:09:35 -0400

We use ADP and are considering going to Quick Books and doing it ourselves. Would you want to talk to our payroll berson?

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Payroll Systems

Thu, 30 Jul 2009 05:09:12 -0400

I am looking at replacing ADP as our payroll provider. The ADP fees have gotten outrageous for a smaller company like ours. What payroll providers other than ADP do people use and would you recommend them?

Thanks.

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Compensation Policies

Thu, 30 Jul 2009 05:07:22 -0400

I am interested in finding examples of policies that clearly define how annual salary increases are determined i.e. market,merit, cost of living,longevity, etc. Thanks!

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OK to give EE names to EAP?

Thu, 30 Jul 2009 05:06:24 -0400

Our EAP, for the first time since we signed on with them 5-6 years ago, asked me for a census of EE names only. They said it was for our contract renewal. Our EEs have an expectation of privacy, especially with the EAP. Also, MA law identifies the EE name as part of the personnel record.

What has others' experiences been with this? What would you do?

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Vacation policy for exempt employees

Thu, 30 Jul 2009 05:05:09 -0400

Sometimes its necessary to offer potential new hires more vacation time than what our written policy states for exempt employees. Is there something I can add to our exempt vacation policy that would allow us to occaisionally offer more vacation time to potential new hires?????

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Re: Safety Bingo

Thu, 30 Jul 2009 05:02:44 -0400

We have had our Safety Bingo in place for over 10 years. We keep it alive by posting the weekly numbers drawn in our employee newsletter and announcing winners also. The payout is increased by $25 per game as long as there are no lost time incidents. Our associates really enjoy the program. We would like to hear how others are keeping the program exciting.

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Safety Bingo

Thu, 30 Jul 2009 05:02:32 -0400

We have a member who has been running a safety bingo game and is looking for fresh ideas to maintain interest in it. Any thoughts on how they can keep the game fresh and/or maintain or improve employee interest in it?

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Fork Lift training

Thu, 30 Jul 2009 05:01:53 -0400

I am looking for fork lift training (OSHA certified) for some of my employees. The W.Ma Safety Council used to offer a class. Now they only offer Train the Trainer fork lift classes. Are there any members out there that certify their employees to drive fork lifts?If so, where? and if you do train in house can my employees attend?
Thanks,
Susan

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Advanced 1st aid

Thu, 30 Jul 2009 05:01:20 -0400

I am looking for an advanced 1st aid class. One more extensive than the 4 hour CPR/1st Aid offered by many associations. Any advice?

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Retirement Gifts

Thu, 30 Jul 2009 04:56:32 -0400

Curious as to what companies give as gifts to retiring employees? How much do you spend?

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Human Resources Ethics Code

Thu, 30 Jul 2009 04:56:03 -0400

I have to write a separate ethics policy for the HR function in our organization. If any of you have an ethics or conduct code specifically for HR, would you be willing to share it with me?

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Re: Mentor subsidy

Thu, 30 Jul 2009 04:55:33 -0400

Your welcome. You just need to establish a good system for tracking the mentoring hours vs other work hours. Also need the department supervisors to keep up with when the bonuses are due to be paid.

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Re: Mentor subsidy

Thu, 30 Jul 2009 04:55:16 -0400

Thanks for the great suggestion; I like it!

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Re: Mentor subsidy

Thu, 30 Jul 2009 04:54:54 -0400

We pay our mentors an additional 25 cents an hours while they are actively mentoring a new employee. In addition, upon the new employee's completions of his/her introductory perios (90 days), the mentor gets a bonus of $100; at the new employee's 6-month anniversary, the mentor receives an additional $200.

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Mentor subsidy

Thu, 30 Jul 2009 04:54:40 -0400

Do any of you pay a subsidy to employees who are selected to be mentors/trainers to new hires? If so what have you found to be an appropriate amount? B) :unsure:

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Re: Reference Checking

Thu, 30 Jul 2009 04:53:26 -0400

We only go back 7 years and attempt to get 3 references.

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Re: Reference Checking

Thu, 30 Jul 2009 04:48:14 -0400

We check three to four references and they are whomever the candidate gives us. We generally prefer getting references from more recent employers rather than from someone the person worked with 10 years ago.

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Reference Checking

Thu, 30 Jul 2009 04:47:51 -0400

Whenn checking references, how far back in a candidate's work hsitory do you go? I have heard 10 years but don't know if employers are still going back that far.

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