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I guess about the only rule we have is that the tree usually ends up being what we call a "Charlie Brown" tree. Not real good looking and oddly shaped but always turn out beautiful. and For the last 14 years it has been topped with a construction p…
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I agree with SMACE and other posters in addressing the problem. I too would document the absence history pointing out the coincidence of Monday/Friday. I would suggest that these patternistic absences appear to be eligible for FMLA and ask if some…
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Paige, May I request a copy of the same? my e-mail: [email]loriw@co.klickitat.wa.us[/email] Thanks.
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I recently sent a copy of our internet/e-mail policies to this site for posting in the forms section.
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We have a specific policy on computer hardware/software usage and internet/e-mail usage. It state that employees should not expect privacy on their County owned computers and that personal use is prohibited. Each employee is required to sign the p…
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Our supervisors are evaluated by their supervisors. Sometimes that means the Board of County Commissioners. We use a form for FLSA exempt management employees. Our policy says a satisfactory evaluation must be submitted prior to a pay increase.
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I will have the job description e-mailed to all who requested. Just as an FYI, it is 5 years old and could use some updating. I'm sure there are better descriptions out there but I'm happy to share it.
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I'd be happy to fax or e-mail mine to you.
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That sounds like a lot of work and will be very helpful to management. A supervisor's handbook has been on my "to do" list for a few years. I hope you will share it through the forum when completed.
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My e-mail address is: [email]jgarrett@mccl.com[/email]
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I would be happy to fax or e-mail you a copy of the policy. Your address?
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We have a specific policy on computer hardware/software usage and internet/e-mail usage. It state that employees should not expect privacy on their County owned computers and that personal use is prohibited. Each employee is required to sign the p…
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We also did an across the board 4% increase for all non-represented employees.
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We have exempt and non-exempt capture their regular schedule in an "alternative work schedule agreement." Then payroll knows when they work only 4 hours on Friday how to deduct from a leave bank. If the non-exempt employee works less than the regu…
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Cheryl, I find myself in the same position. Our public health dept employs a staff of several nurses. Many of these nurses refuse to work full time, requiring us to hire some nurses for one of two days per week. Thus although they meet the exempt…
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This is one that we have struggled with in our public sector environment. The unions continuously demand a greater holiday pay because they work a 40 hour week in 4 days (4/10s) vs the 40 hour week in 5 days (5/8s). We maintain that a holiday is…
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A similar issue often comes up for us. Many of our county employees would like to volunteer their time at the county fair. My understanding: the FLSA does not permit a public employee to voluntarily perform the same type of service which the emplo…
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Helena, Please fax me a copy of your "hidden paycheck". Many thanks for all your faxing. 509-773-5139
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My understanding of the FLSA requires that as she is working for the same employer you must pay the overtime for any hours worked in excess of 40. The employee may not waive that right. You may however determine a base rate through a weighted aver…
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We have a very clear policy for FLSA non-exempt employees of overtime paid over 40 actual hours worked. Therefore paid sick, vacation, holiday hours do not count toward the 40 hour threshold. This is the least an employer can do. If you so choose yo…
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You do need a consistent policy. If you are a private employer a good guideline is to use leave banks for absences of a full day or more. We are a public employer and require use of leave banks for absences less than a day, with an understanding t…
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I agree with you that nurses should be exempt. However in Washington State nurses have been successful in court decisions stating they are non-exempt.
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This public employer has employees working a 4/10s schedule sign an "alternative work week agreement". The form provides for two choices within the holiday week which the employee and supervisor must choose from: Revert to five 8 hour days for the…
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My cut on this is that according to your policy yes it would be overtime pay for the two hours worked on Tuesday. However that is a greater threshold than the law requires so the waiver may be okay as long as you are paying the correct overtime pay …
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The second casual job is regular.
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Thank you for the responses. I also see it that way.
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I too have the problem of excessive sick leave banks created oh so many years ago. (An upcoming retirement will be paid $30k in sick leave per the outdated policy) My plan is to change the policy; convert to PTO up to a maximum; those hours in ex…
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We do not as a regular practice require birth certs, but do require marriage, divorce decree, court orders. We usually know far in advance re: a pending birth and don't have eligibility questions. Our mistake I guess.
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It is important to recognize the extra effort and in that there are only three you are most likely certain that this extra time is a reality. I suggest providing "management days" try say 5 paid managment days for personal use. It does not incur a…
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"they are considered 56 hour a week employees". If this is some language in a labor agreement I would use that as their work week. FMLA allows 12 work weeks whatever their work week is. In my FMLA notice letter I state the hours in the FMLA ba…