Notes from — June 26, 2008
As with other HR Council meetings, we opened with a brief review of the previous meeting. This meeting was at CDC Federal CU’s office.
The group welcomed Catherine Thompson, Attorney from Schiff Hardin LLP. Catherine was on hand to answer any questions as well as give advice when needed.
In the roundtable discussion, topics varied as usual, and were as follows:
Hiring: With new branches being opened, hiring has been taking a lot of time.
Training: Sexual harassment and diversity training were discussed. Most CU’s are handling this in house on a yearly basis.
Conflict Resolution Cheat Sheets for Managers: One CU is currently working on compiling a handout to give each Manager; this reference tool will be helpful and should keep all Managers on the same page so they can remain consistent across the board.
Career Pathing: Some CU’s are working with their staff to outline a career path for each staff member. Along with this they are recommending a more structured training program (CPD Online).
Sexual Harassment: When to investigate? An employee informed HR that they felt they were being harassed then took a few days off. Does the CU wait to get something in writing before beginning an investigation or should they immediately start the investigation? Everyone, including the attorney present, said the investigation should be started immediately. Just because the employee hasn’t put the compliant in writing doesn’t mean the employer does not have to take action. Speak to the victim, the manager, the alleged harasser as well as any witnesses and keep the details confidential. Take action immediately and ask the victim “what you can do for them?”
What if you hear of a complaint via the grapevine? Does HR still need to investigate? Per Catherine, yes, the employer has constructive knowledge of the complaint therefore, it must be investigated.
Final paycheck: Can you hold the final paycheck from the termed employee? No, per FLSA you must pay the employee on the next regular payday.
Flexible Spending Accounts: If an employee who is leaving is requesting to repay for a negative Medical reimbursement account, are we allowed to do so with the request in writing, even if this would bring the employee below minimum wage? Some have had employees repay when they requested to do so by allowing that employee to simply write a check to the company. Others will make the last contribution via payroll deduction for tax purposes.
Clean air campaign: One CU has started working with them in order to find solutions for employees with regards to gas prices and long commute times. For more information visit www.cleanaircampaign.com.
This CU will also be trying out 4/10 and 9/80 work weeks. The 4/10 will have employees work 4 ten hour days and the 9/80 will allow employees to work 80 hours over 9 days. Both of these solutions will help employees with gas prices.
IRS mileage rate: The IRS has changed the mileage rate to $.585 per mile as of July 1, 2008. All CU’s will increase their rate as well.
Suit up for Success: Statewide project in conjunction with SHRM is helping people get back into the workforce by holding clothing drives for business attire.
HRA’s and HSA’s: Most CU’s are looking at different options for healthcare in the coming years. Some have already switched them over or at minimum have made changes to their plan in order to bypass high increases.
Cell phone policies: Who has them and are they strictly enforced? The majority has them and enforces the policies.
Gun policy: What is required with the new law? See Catherine’s email with her answer.
Next meeting to be held sometime October 2008 with the location to be determined (possible locations are GCUA or Augusta Metro’s new office). |
