Looking for 800 Hotline vendors

Q: We are looking for vendors for 800 hotline / whistleblowing numbers. Do you have any recommendations as well as companies to stear away from?
A: Ethics Point (www.ethicspoint.com) and The Network (www.tnwinc.com) were recommended.

Alcohol on-site at company events

Nine of you responded to my question regarding serving alcohol at company events.
Two of the nine said no alcohol is allowed on company premises. Alcohol is served at the holiday party, but drink tickets are usually used to control the quantity. I didn't find out if employees can purchase alcoholic beverages, but I assume they can.
The rest of you said that you have alcohol (usually wine and beer) at special on-site events (occasional Happy Hour, All Employees' Meetings, etc.) You had strict controls including 1-2 drink tickets per employee, small quantity available, and short time period 1-2 hours. One company reminds employees that this is a privilege and if it is abused, it will be stopped.
Thanks for all of your responses.

HR, IT and Finance organizational structure

Q: We are in the process of budgeting our headcount for 2011 and I'm hoping you can share the following information:

• Size of Company Private/Public
• # of Employees/Titles for the following departments:
• Finance/Accounting Dept.
• IT Dept.
• HR Dept.

A: Download the "HR, IT and Finance organizational structure" spreadsheet.

Pro-rating Merit Increases

Q: We are conducting a brief survey regarding practices around pro-rating merit increases and bonus payouts for individuals who have been on a Leave of Absence (LOA) during the review or bonus period.

Merit Increase Pro-Ration:

1. Do you pro-rate for employees who have been on a LOA during the prior review period?
2. If yes, do you pro-rate the merit increase based on total days on leave vs. days at work?
3. Do you pro-rate for some groups of employees but not for others? (i.e., exempt vs. non exempt)
4. If you pro-rate and you use some other calculation, please briefly explain your “rule”.

Bonus Pay Out Pro-Ration:

1. Do you pro-rate for employees who have been on a LOA during the prior bonus year?
2. If yes, do you pro-rate the bonus payout based on total days on leave vs. days at work?
3. Do you pro-rate for some groups of employees but not for others? (i.e., exempt vs. non-exempt)
4. If your pro-rate, and you use some other calculation, please briefly explain your “rule”

A: Download spreadsheet of the responses.

Sign on bonus pay back clause

Q: Can anyone provide your pay back clause for offer letters that include a sign on bonus?

A: Sign-On and Retention Bonus Wording for Offer Letters sample text:
"You will also be provided with a < $ > sign-on and retention bonus at the time you commence your employment. Subject to all applicable federal and state withholding taxes, the full amount of the bonus will be advanced to you at the time you receive your first paycheck, however, it shall be actually earned on a pro-rated basis over the first year of your employment with the Company. In the event that you voluntarily resign, or are involuntarily terminated “for cause,” within twelve (12) months of the date on which your employment begins, you agree to re-pay Synteract, the unearned, pro-rated portion of this sum, pursuant to the terms stated herein. Should you have any questions regarding the tax implications of such an advance or any part of your compensation, you should consult with your own tax advisor."