1. Who has the access to employee and payroll records aside from the human resources? How does HR protect the privacy of these files?

2. Can someone collect unemployment after being fired in an at will job, if they were fired for a good reason?

 

3. Does anyone work for a company that calculates witholdings by hand; not using a hris program? Do small companies do this?

 

 4. What is the process if a I9 Verification comes back that the employee is ineligible to work?

 5. Can an employee randomly decide they don't want to contribute to a medical benefits package, or do they have to wait until a certain time to unenroll?

 

 6. What does everyone think is the best way to pay their employees? Is it direct deposit?

 

7. How can an HR manager manage over time hours with employees if one employee is way over the allowed overtime? 

 

8.  When filling out an application do you have to put all your employment history on it?

 

 

9.  What is something that you could implement in your workplace that would boost employee morale in a long-term, positive, and realistic way that is also cost-effective to the employer?

 

10. How could someone go 'too far' by documenting every conceivable payroll function with a procedure? Wouldn't that look good to an auditor that the business is going above and beyond?