TheCol
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In my recollection, she was one of six hired as secretary/translator by the Army Advisory Group in Bangkok. A gracious group and understanding of we Yankees (mostly) even when I blew the US Ambassador to Thailand out of bed at 4 am landing a helico…
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This the "Employers' Forum" and Tiger Woods subject. I had the honor of Tiger Woods' mother being an employee while at JUSMAGTHAI. I was the Aviation Advisor for the Royal Thai Army. Tiger comes from great lineage! The Colonel
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I dislike reviewing employees all at the same time. It causes comparisons, rising and falling expectations. Doing each in the month of their hiring or birthday spreads the administrative load and dampens the emotional peak at report time. This is…
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I think it is itime to be proactive, write a job description as has been sugested and carve out a niche in the company, call it the HR "department", put yourself as head and post your phone number on the company bulletin board as "HR Director". Thi…
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Thanks, I thought an e-mail was hidden. use: [email]COLC@cfl.rr.com[/email] The Colonel
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I teach at a local Community College; Business, Management, and Real Estate Law. Would love to have a look at your performance appraisal form if you would permit its use from the platform. Thanks. The Colonel
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Irie, look closer. My fading brain remembers that Management can require the use of vacation and/or sick time (with appropriate pay) for Family Medical Leave Act absences. Thereafter, time off is fully excused but not compensable. Your last paragra…
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A little care, that could be construed as "official time" and be liable for overtime, worker comp in case of accident and suchlike. The Colonel
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My research into this topic found that the FLSA does not require any payment of "holiday pay" and suchlike. If an employee works on a published holiday (July 4, New Years, and suchlike) then only the regular pay is required for the 8-hr work day. …
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I had a thought I haven't seen yet. How about a "badge deposit" in some amount ABOVE the reasonable value of the badge? Get it out of early paychecks, with permission. Final pay is thereby unencumbered and the deposit returned with the badge, of …
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Hatchetman is right on. Another thought for the client is that the worker traveling to the office need not be paid for the round trip to home. If he or she is going to a "job site", then that payment scheme would be appropriate. Normal comuting ru…
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Hi. My comment just above yours was generated at the time I was audited as a result of a complaint from a disgruntled employee. Passed the audit, sorta, but had a wonderful visit for a week with the DOL auditor for Greater Orlando, Florida. What …
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Concur with the above, generally. Time sheets should be kept accurately on all employees, even exempt in my opinion. The main reason to me is that if the employee is reclassified non-exempt then overtime in arrears can be awarded. If the business…
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I can speak to the Federal (FLSA) rule. No break or rest time mandated for shifts less than 24 hours' duration; twenty minutes or less is "on the clock" time for non-exempt. I saw a good one recently: "Until morale improves, the floggings will c…
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Your key word is "optional". Like, truly. No sideways pressure. In such case, normal week pay would govern. That you are paying the Seminar costs is not really a factor. They could pay their own way with the same outcome.
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The W-4 form is the authorization by the employee to fiddle with his/her paycheck. Should be kept in the payroll area. If s/he gets married, has a child, or other item, copy of notice to payroll might help generate a new W-4, although it is a serv…
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I assume "I Quit" was effective that day or in the future? If so, she was an employee of record for December 25th, was available in emergency for work, etc., and is paid for that date like the other employees of record. Your personnel manual shoul…
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Partial removal of vacation time will not nullify an exempt status but partial docking of pay will. I don't like the idea of vacation allowance as a gift for violating company policy. Keeping track of exempt employee hours is not only allowed but …
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Emphasize the dignity of the time record that it represents a demand on the company for payment as well as a working and a historical document for the organization. Auditors go back 3 years and examine them. It speaks ill of management to have a s…
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Nope. You're up against the Fair Labor Standards Act which mandates pay and overtime rules. You might come to a "negotiated" agreement such that "You lost these keys - bad person - how about writing us a check for $200?" You may not unilaterally …
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From the employer viewpoint, most anything that is done on a "sound business basis" is allowed without fear of charges of discrimination or otherwise in EEOC difficulties. In my opinion, fairly applied, not in violation of an existing contract or a…
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Please remind the employees, all, that sick time with pay is a privilege and a "gift" by the employer and not a birthright! For exempt (of course that includes the fact of a salary) pay may be docked in full day increments when the sick day or pe…
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Exempt? She must be paid a full week's wage regardless of the hours worked. Sorry. The weeks that she asserts that she is working only 20 (or whatever) hours at the end may not be in your best interest. I would not want to pay her a full pay for…
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My answer would be in the use of job description. The level of independent authority for that job could be specified. The tendency to make RN's exempt by virtue of their higher skill coupled with independent decision making and perhaps direct supe…
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Fooling with employee's wages "in arrears" is always problematical. Unless your employee manual sets that procedure out and the employee has acknowledged receipt and understanding of the manual you'd be (1). well served to pay the wages as earned fo…
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I was audit by DOL and that subject came up. I will interpret the bureaucratic mumbling: If the nurse is an RN with a bachelor's degree you can probably make exempt stick. An RN in a two-year certificate program is a coin toss. I voted for the non-…
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hmm (1.) If the holiday occurs during the regular shift schedule, no recognition is needed (absent a contract to the contrary) The person works Thanksgiving day, for example, like any other day. (2.) If the holiday occurs OUTSIDE the regular shift d…
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Check overriding state law in Kansas, but the Federal law states: (1) There are no provisions for overtime beyone work actually performed in the work week (168 contiguous hours) established by the employer. There is no such thing as "comp time" unde…
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I agree with the preceding. Would add that the original supervisor, now fully trained, I'm sure, goes to the employee with "Boy am I dumb, I said .... which was totally wrong. Here's what's right ... " and then give you feedback on the meeting. Now,…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-05-02 AT 09:26AM (CST)[/font][p]More than 50 employees? ok for ADA consideration, generally. I'm stuck on two thoughts; 1. There is not a requirement that you create a job for anyone who can't do …