allenb
About
- Username
- allenb
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Whatever policy you adopt, make sure the leave specifies it is for the purpose of attending the funeral. You do not want to say 3 days bereavement leave and have an employee ask for leave three months later because his mother died. Also, I suggest i…
-
Please let me clarify: An employer who provides FMLA leave on an intermittent basis to an exempt employee may make deductions to the employees salary for any hours taken as intermitent leave without affecting the employee's exempt status. See 29 C.F…
-
You guys may be missing something. The Wage and Hour Administrator has set forth detailed rules concerning the deductions that an employer may make from the salaries of administrative employees without jeopardizing the exempt status of the employees…
-
If her "primary duty"s exempt work, incidental non exempt work will not defeat the exemption
-
Federal regs require an exempt employee who works any time during the week to get his salary. If he does not work at all for any week after your policy says you will pay, you do not have to pay.
-
The state insurance commissioner does not rule on human rights violations.
-
A number of states prohibit marital status discrimination: New York, California (of course), New Jersey (possibly Colorado, Wisconsin and Nebraska) and it may be deemed sex plus discrimination under federal law.
-
I believe an employer cannot do this. It sounds like the employer can be accused of discrimination based upon marital status
-
The answer to your question may depend on state law. In New York, if employer pays 100% of the premium all employees must be covered; employees cannot opt out of insurance unless the employer sets up a Section 125 plan. If employees share the cost o…