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Human Resources Tammie Belton Employment Specialist Human Resources

Human Resources Tammie Belton Employment Specialist Human Resources. TMK1536 0510. Employment?. Notice of Eligibility comes from Home Office New hires then directed to employee documents to complete necessary information. Field Procedures Manual. Inquiries. Field Procedures Section 218

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Human Resources Tammie Belton Employment Specialist Human Resources

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  1. Human Resources Tammie Belton Employment Specialist Human Resources TMK1536 0510

  2. Employment? • Notice of Eligibility comes from Home Office • New hires then directed to employee documents to complete necessary information

  3. Field Procedures Manual

  4. Inquiries • Field Procedures Section 218 • All inquiries from credit associations, prospective employers, unemployment claims, mortgage companies and all other sources on present or former employees and Agents should be sent to the Human Resources department for reply • All Government agency inquiries MUST be sent to the Home Office • Fax all requests to Kira Hardy at 205-325-2907

  5. Payroll Checks • A large number of Agent payroll checks are being returned to the Home Office because the Agent has not come to the Branch Office to pick up the check  • Many states require the payment of wages on the date that they are due    • YOU CANNOT HOLD PAYROLL CHECKS  • The Company can be fined for each check held

  6. Payroll Checks • If an Agent does not pick up a check within 10 days, you must mail the check to the Agent • South Carolina is the exception to this rule • Return checks for terminated Agents to the Home Office for disposition

  7. Termination of Employment • Field Procedures Section 310 • Here are a few of the behaviors that can be grounds for termination. • See the Field Procedures Manual for a comprehensive list of behavior(s) that are grounds for termination.

  8. Termination of Employment • Failure to cooperate with associates / insubordination • Failure to comply with instructions by management or home office • Failure to report to work • Drinking or being under the influence of alcohol or drugs during work hours

  9. Personnel Transaction Memo (PTM)

  10. Termination of Employment • Use Form 55 (Rev.05-22-09) to terminate personnel • The form provides a selection box and fax number for Liberty National and United American. Please check the appropriate box and complete the entire form.  Fax the completed notice to the number provided on the form • BE SPECIFIC, INCLUDE DOCUMENTATION IF AVAILABLE

  11. Termination of Employment (Form 55)

  12. Record Retention • Applicant files should be kept for only 1 rolling year; the files must be destroyed. • Terminated personnel files should be kept for 3 years PLUS the current year. After three years, the files must be destroyed.

  13. Record Retention • Certain consumer information, including applications for a position and credit reports, must be stored securely and disposed of properly. • Proper disposal includes, but is not limited to, shredding, burning, dissolving, or utilizing the services of a reputable document disposal company.

  14. Automobile Liability Insurance • Field Procedures Section 203 • Asa condition of employment, all field employees must furnish evidence to the Branch Manager that they carry automobile liability insurance. • Independent Agents are not employees.

  15. Automobile Liability Insurance • The Branch Office is required to keep a record of all Branch employees expiration dates for such insurance coverage. • Prior to the expiration of the policy, the branch will give the employee written notice of the expiration date. • Branch Managers will be asked to verify Auto Liability coverage on employees once a year.

  16. Automobile Accidents • Field Office Procedures Section 202 • Representatives must report to the Branch office all accidents in which they are directly or indirectly involved. • The Branch Manager should immediately report the accident to the Risk Manager, Jeffrey Mingori on Form R-0222 - Report of Automobile Accident

  17. Automobile Accidents Involving Injury • If the accident results in injuries to any party, Heather Garrett at 205-325-2502 should also be notified immediately by telephone. • The Branch Manager is responsible for ensuring that a copy of the report made by a local law enforcement agency is secured and submitted to Jeffrey Mingori along with Form R-0222.

  18. Automobile Accidents

  19. Automobile Accidents (Form R-0222)

  20. Accidents • Field Office Procedures Section 202 • From time to time injuries occur in our branch offices to policyowners, employees, visitors and others who might be on company-owned property or property that is leased by the Company. • The Branch Manager should report these accidents by completing the Accident Report Other than Automobile forms and forwarding the original to Heather Garrett at 205-325-2502.

  21. Job Related Injuries / Workers Compensation • It is extremely important that all job related injuries must be reported to Human Resources. • Once you become aware of any injury to one of your employees, fill out the “First Report of Injury” - Form R2380, fax it to Heather Garrett at 205-325-2502.

  22. Job Related Injuries / Workers Compensation The original form should then be routed to Human Resources at the Home Office. If you have any questions about a specific injury or employee, call the Home Office and ask a Human Resource representative how you should proceed. All medical expenses incurred for treatment of an on-the-job injury should be submitted to Heather Garrett.

  23. Job Related Injuries / Workers Compensation

  24. Job Related Injuries / Workers Compensation (R-2380)

  25. Short Term Disability or Sick Leave • Unit & Branch Managers: • Maximum of 13 weeks with less than 1 year of service • Maximum of 26 weeks with 1 or more years of service

  26. Short Term Disability or Sick Leave • Agents: • Less than 1 year of service:     • 100% of regular earnings for 5 working days

  27. Short Term Disability or Sick Leave • Agents: • 1 year, but less than 3 years of service:     • 100% of regular earnings for up to 10 working days.

  28. Short Term Disability or Sick Leave • Agents: • 3 or more years of service:     • 100% of regular earnings for up to 10 working days. If hospitalized, 100% of average weekly earnings in the 26-week period before Onset Date for up to 10 additional working days.

  29. www.LibNat.com • Click “Branch Office” on the lower left side of page • Select “Employee Benefits” from the Online Forms • Select Form R-0783 – “Employee Sick Leave Request”

  30. Employee Sick Leave Request (R-0783)

  31. www.LibNat.com

  32. How to Report a Disability Claim • If you or an Agent expect to be out of work for more than 10 working days, please follow these steps: • Notify your Branch/Unit Manager as soon as possible • Complete “Employee Sick Leave Request – Employee Statement” and fax it or hand deliver it to the Branch or Unit Manager. • When you visit the physician or healthcare provider, present the SunAdvisor wallet card (see sample) • During or after your visit, your physician can call SunAdvisor to report your medical condition. • Alternatively, you may give your physician a Claim Packet

  33. www.LibNat.com • Click “Agent Services” • Log In to the website • Select “Employee Benefits” under “Online Information” • Select “Group Insurance”

  34. www.LibNat.com • Select “Sun Life Claim Packet”

  35. SunAdvisor Wallet Card

  36. Harassment, Threats and Violence • DEFINITION  • The policy is required by law and is designed to ensure a working environment free of offensive or threatening conduct that might interfere with maximum productivity or perceived safety.

  37. Harassment, Threats and Violence • PURPOSE OF THE POLICY  • There are several types of behavior that can interfere with this goal, including: (1) sexual harassment; (2) racial, religious and other forms of harassment; and (3) violence and threats of violence.

  38. Harassment, Threats and Violence • COMPANY POLICY  • It is the policy of the Company to prohibit and eliminate these types of negative behaviors.

  39. Harassment, Threats and Violence WHAT TO DO IF YOU EXPERIENCE HARASSMENT, THREATS OF VIOLENCE, OR VIOLENT BEHAVIOR  Any employee and/or business associate who feels that he or she is the victim of any of these types of behaviors must report the conduct immediately.

  40. Harassment, Threats and Violence WHAT TO DO IF YOU EXPERIENCE HARASSMENT, THREATS OF VIOLENCE, OR VIOLENT BEHAVIOR  Further, any employee and/or business associate who observes conduct that could be a violation of this policy must promptly report the conduct.

  41. Harassment, Threats and Violence WHAT TO DO IF YOU EXPERIENCE HARASSMENT, THREATS OF VIOLENCE, OR VIOLENT BEHAVIOR  Reports should be made to your Unit Manager, Branch Manager, Regional Director or other Field Manager.  Alternatively, reports may be made to Patti Herring, Vice President at (205) 325-2906 or to one of the attorneys in the Law Department at (205) 325-2780.

  42. Harassment, Threats and Violence HOW REPORTS WILL BE HANDLED  Reports will be investigated by the Company.  In most cases, the investigators will meet with the person making the report to get a complete and accurate statement The investigators will then normally meet with other potential witnesses in addition to the accused employee and/or business associate

  43. Harassment, Threats and Violence HOW REPORTS WILL BE HANDLED  After the facts have been gathered, the Company will make a determination of whether the allegations /concerns are valid and determine if further action is to be taken

  44. Harassment, Threats and Violence HOW REPORTS WILL BE HANDLED  While all reports of antisocial behavior will be treated as confidentially as possible, the requirement to conduct an impartial investigation means that complete confidentiality cannot be assured.

  45. Harassment, Threats and Violence YOUR ROLE AND RESPONSIBILITY  First and foremost, each of us is responsible for our own conduct and should avoid the types of behaviors addressed in this policy.

  46. Harassment, Threats and Violence YOUR ROLE AND RESPONSIBILITY  Second, each of us has a responsibility to report antisocial behavior that we experience or observe. With your help in enforcing this policy, we can make our Company a better and more productive place to work for all employees and/or business associates.

  47. Questions? TMK1536 0410

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