Flood Clean Up (wi) Extra Compensation
fondy21
27 Posts
[font size="1" color="#FF0000"]LAST EDITED ON 07-02-08 AT 11:28AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 07-02-08 AT 07:49Â AM (CST)[/font]
Would anyone be able to provide some guidelines or benchmarks they may have utilized either formally or informally with respect to compensating Exempt employees for working above/beyond their normal scope of duty?
I am attempting to quantify and create some resemblence of a reimbursement policy/procedure that would compensate Exempt/Mgt staff for extra time put in above and beyond their normal scope of duty. Within the past three weeks, MGT staff has worked in excess of their normal working hours to plan, direct /manage flood water clean up, demo and restoration projects. Interestingly, our insurance adjuster suggested that we could submit extra compensation to our claim.
In the past, we have provided a bonus structure for staff who assume temporary additional duties when covering for another staff member. Due to these unusual circumstances, I would like to see if anyone has encountered any similar circumstances or policy that is used to help with additional compensation. In advance, thanks for any assistance and if you were affected with the flood waters, good luck with your clean up and revitalizing efforts.
email to: [email]gthorpe@fdllutheranhome.org[/email]
Would anyone be able to provide some guidelines or benchmarks they may have utilized either formally or informally with respect to compensating Exempt employees for working above/beyond their normal scope of duty?
I am attempting to quantify and create some resemblence of a reimbursement policy/procedure that would compensate Exempt/Mgt staff for extra time put in above and beyond their normal scope of duty. Within the past three weeks, MGT staff has worked in excess of their normal working hours to plan, direct /manage flood water clean up, demo and restoration projects. Interestingly, our insurance adjuster suggested that we could submit extra compensation to our claim.
In the past, we have provided a bonus structure for staff who assume temporary additional duties when covering for another staff member. Due to these unusual circumstances, I would like to see if anyone has encountered any similar circumstances or policy that is used to help with additional compensation. In advance, thanks for any assistance and if you were affected with the flood waters, good luck with your clean up and revitalizing efforts.
email to: [email]gthorpe@fdllutheranhome.org[/email]
Comments
Don't know how that would fly with DOL but. . . .
Also have given exempts some extra vacation time in a non- crisis situations.
In addition to the OT given non exempts we fed them. . everyday during clean up and a celebration at the end.
Hope this helps. .
a. (Option) In recognition of instances when an employee has completed an extraordinary work assignment and spent substantially more than a typical work week to accomplish the job, managers may allow an exempt employee to take limited periods of time off without using accrued paid leave.
b. (Option) The employer may grant an exempt employee up to three (3) days of time off in any calendar month in recognition of extraordinary work assignments completed. The Town Manager shall approve such time off. The decision to grant such leave is at the sole discretion of the employer. Such leave is not charged against accrued leave and, therefore, is not recorded on the employee’s timesheet.
c. (Option) The limited periods of time off do not constitute additional compensation to exempt employees on an hour-for-hour basis for hours worked in excess of forty (40) hours per week. Accordingly, exempt employees will not “accrue a balance†of compensatory leave hours.
d. (Option) An exempt employee may be paid overtime and not void their otherwise exempt status as specifically provided under the FLSA.
Hope this helps!