Carol CA
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- Carol CA
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To weigh in my vote - I would definitely go with Cole over Bob. I always got those Bob/Bill, Mike/Mark, Don/Dan names mixed up, so something a little different is nice. For my boys, I picked Brian and Connor (feel free to use them if you want!). …
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[font size="1" color="#FF0000"]LAST EDITED ON 06-25-02 AT 11:48AM (CST)[/font][p]A President who has zero people skills and manages by intimidation. He also has knee-jerk reactions which result in me doing damage control which is worse than the ori…
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I agree that not everything can be black and white and you have to look at the circumstances. I would count all of those 6 days as one incident. That still leaves him 9 more to go.
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Your outside sales commission ended and the new hourly position started. He should pay you for the whole time on the new job. Were you commission only, or did you receive some base pay also? Your base should end when the sales job ended. If yo…
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Back to my original post - our employees never see the one week lag in their pay either until they term. It's just the way it is with hourly payroll.
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I agree with Pork. They probably aren't holding back any pay, but there is a delay when you are processing payroll for hourly people. They cannot be paid "real time", for example on the 15th of the month for time through the 15th, because you don'…
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I'm not sure I understood your post correctly -- are you saying that you will deduct a full day of PTO even if they only take a partial day? I would think you would get a lot of flack for that! I think you are OK having an exempt use the PTO for p…
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You are not required to give employees raises unless you have some sort of contractural agreement. Times have been tough at my company and ALL employees are having their reviews delayed 3 months with no retros. Unless you put something in writing …
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It doesn't matter if they are privately held or not - they need to follow the state wage and hour laws. Whether or not someone is exempt or non-exempt depends on the job they do - not on whether they are working over or under 40 hours in a week. Y…
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We have the same situation as Don where our employees get the shift differential for second and third shifts for hours worked. They do not get this differential for holiday, sick, vacation. I agree not to give them the differential. If you were t…
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Our company does it both ways. At our headquarters in Boston, payroll is part of Finance. Here at my plant manufacturing site, I do the payroll in HR. I have access to the payroll records and any information I need.
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I would agree with Hatchetman. Unless they were given anything in writing promising them this increase, if management is denying it happened, there is nothing they can do. Even if it is in writing "business conditions" can change and increases be …
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As DragonLady mentioned, we also pay our employees to encourage them to report the injury early (and maybe keep as first aid instead of OSHA recordable)and foster good will with the employees and let them know we care about them. The cost is usuall…
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We had the same situation happen to us. Our exempt employee wanted to spend more time with her daughter and requested a 30 hour work week. We allowed this, but re-aligned her salary at 3/4 of what it was before. As with a regular exempt employee,…
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Definitely check your state law - it would be illegal in my state of California.
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I would pay the 5 regular and 19 vacation. He got the benefit of being able to work and save his vacation pay where others were required to use all 24 hours of vacation or go unpaid. If he worked on the holiday, I would probably rule differently. …
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For safety reasons we would never have someone work alone. There should always be someone else in the building.
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I'm not a payroll expert either, but it seems to me that if this is a discretionary bonus you are paying above and beyond the call of duty, then you are OK. If you are linking it to hours worked, then you may cause more problems because you are rea…
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Not in the state of California! Here you must allow an employee to take up to half of their regular sick leave (for example 5 days if they usually get 10 days of sick per year) for the care of a sick family member. I would suggest you check your s…
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We would pay for all the employee's travel time - from the time they leave their house until the time they arrive at their hotel (which becomes their new "home base"). They would then get paid for all time actually attending the seminar and for the…
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If the exempt employee did not work at all that week, you would be OK docking their pay for the 5th day since they only had 4 days of vacation accrued. Another option would be to pay them, but let them know they are now "in the hole" and will have …
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We also require our exempts to fill out a timesheet each week. We really only use it in order to be able to track vacation, sick, etc. We also say to just put a regular 8 hours each day because it really doesn't matter what you work. You could be …
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I would agree with Rockie. I believe legally you could implement the pay cut as long as you did it consistently. If at all possible, however, you might want to consider a freeze or delay of any further increases. Morale will be hit hard no matter…
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We did a partial lay off with our production workers a couple of years back. I am in California, and what we did was contact the EDD (Unemployment Dept) and work with them on a special plan. Our employees would work 32 hours (Mon - Thurs) and be "…
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We allow our exempts to take vacation in 4 hour increments. They like being able to take 1/2 a day here and there. If they are to be out for personal leave for only a couple hours, we don't charge it to anything and figure they make up for it. Us…
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I think as long as you are giving them a material award such as the jacket for years of service, you are OK. You can't give cash bonuses, however. What we do is allow the employee to select a gift from a brochure. The brochures increase in value …
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Yes -- all non-exempt employees need to clock in and out for lunch. At least that is what our attorney recommends. We used to have the system where we automatically deducted the 1/2 hour lunch break. Our corporate offices made us change to ever…
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I agree. As an exempt employee, you cannot dock her time. You can address the poor attendance record, however. I would imagine in missing that much time that she is not performing all of her job duties, late with reports, etc. Focus on the atten…
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Why would you want your exempt employees to clock in and out? You say the clock would be tied in to your payroll system. Exempts are paid the same amount each pay period. We have a time clock for our non-exempts, but we do not make our exempts cl…
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Only Holidays count as hours worked towards overtime. Vacation, sick leave, personal time, etc. do not.