Listserv Update: January-February, 2005
The Listserv is a centralized list of e-mail addresses that is used for group discussions by members of the HR/TD Council. Posting a question on the Listserv is a great way to get immediate feedback from other HR/TD professionals on just about any question. Itís like using regular e-mail, except that instead of sending messages to an individual, the messages are sent to a special Listserv address, which usually results in a quick, meaningful exchange of information. In case you donít check the Listserv regularly (http://www.cunahrcouncil.org/member_hrtd/listhelp.html), here are some interesting subjects that have appeared over the last two months.
Automated External Defibrillators We want to purchase automated external defibrillators. I was wondering if other credit unions have them, where they're located, and who is trained to use them.
Teller Wages Our CU is organized by the UAW labor union. I'm just starting contract labor negotiations and we are prepared for tough negotiations. I'm looking for information on average rate of pay for tellers and other hourly staff. This may prove useful when negotiating proposed wage increases.
Donated Leave We would like to implement a program allowing employees to donate leave to an employee in need. How do other CUs allow sick leave and vacation to be donated?
Training Day For the first time ever, we are going to convert one of our holidays to an "in-service" day for training, motivation, etc. I want to make this day fun and informational for the staff. If you have a training day like this, what are some of the things that you do during the day?
Indirect Evaluation For those of you who have indirect lending departments, do you use a performance evaluation tool that the car dealers complete on your indirect staff members? We were trying to find some sort of evaluation avenue for our dealers to complete on how they would rank our staff members on their service.
Executive Benefits and Perks Please share what executive benefits and perks your CU offers that are different from what is provided for your non-exec employees. Do you offer additional vacation time, additional insurance, etc?
Doctorís Excuses We are in the process of re-writing our attendance policy. Currently our policy is vague and some supervisors are enforcing it and some are not. Some are excusing for employees who stay home to take care of sick children and some are not. Some supervisors are turning in doctor's excuses to HR for when employees stayed home to take care of sick children (the excuse states the child was sick). Should we be accepting these? I'm wondering if there is a privacy violation by even asking for them.
Employee Loan Delinquency I need to develop a policy for handling employee loan delinquency. Does anyone have a policy that addresses what happens when employees are delinquent (and stop paying) on loans with the CU? We have an employee close to charge-off with a large unsecured loan. What are the disciplinary consequences, if any, of not paying on time or falling seriously behind? We also have a few chronic late-payers. In what circumstances, if any, do you terminate? Finally, If the employee declares bankruptcy and we are an injured party, is employment affected?
Exit Interviews Please share any exit interview procedures you follow. Specifically, I'm polling to see how many conduct the exit interview in person, by HR or the supervisor, or by mail.
Direct Deposit What is the rule for direct deposit of an employee's payroll? Can we require payroll direct deposit into an account at our credit union? Can we require them to open an account with us? I think I heard somewhere that we can't require either. Am I right or wrong?
Alcohol Issue We have a (potential) situation here with a new employee that I'm not sure how to approach. There have been several reports from others (both management types and non-management types) indicating smelling alcohol on this person's breath, and sometimes slightly unusual behavior.
So far we've not been able to come up with anything solid regarding her potential drinking. Our policy does not permit drinking alcohol during work hours (including not drinking on your lunch hour). One employee reported that she thought she may have gotten a whiff of alcohol coming from a drinking cup of this person.
I am aware there could also be a disability-related issue imbedded in this problem. I also know that by addressing this issue with the employee could cause her significant embarrassment and offense. Please advise!
Performance Review System We are trying to streamline our performance review system, which is too engthy. We have viewed the PerformEase system, but my managers would ike other options. What do other CUs use? If you use PerformEase, please share your experience with the system; if not, please share what you use and how it is working.
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