CuriousG
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Like you, I am working to reverse a "practice" of allowing employee's to "borrow" vacation before it is acutally earned. While we do not have a formal policy on this, we have modified our practice to not allow anyone to borrow vacation unless a) th…
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>Perhaps you are underestimating the very basic >understanding of accounting. It is generally >understood (I hate dealing in generalities), >that the first accounting classes are the ones >that most often stretch the mind of …
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RGB - Margaret is correct, many employers do use an outside service to perform these checks. My question is are you wanting to get a Credit Report, or are you really looking for a Background Investigative Report? There are two very different th…
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>Mike: I'm with you. Anything negative that happened 3 + years ago >has either been corrected by the evaluee or is the fault of the >Manager. Besides, just how thick can those HR files get. Pretty thick, really. I have to side …
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Judith: One option would be digital document capture. We currently use it for resumes, applications, Purchase Orders, and blue prints. I believe this would be a legal means of retaining medical records, but you would have to double check with leg…
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SWBPR: You have described our system exactly. Active employees are kept in one 3 ring binder and filed alphabetically. We keep terminated employees' I-9 forms in separate 3 ring-binders by year of termination, and file them alphabetically in each…
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>What I have just learned in a recent seminar is that you can be >opening yourself up to a lot of trouble by keeping the I-9 in the >official personnel file. We were told that if Immigration comes in to >audit your I-9s, and if y…
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Be sure in your dialog to question these employees as to the type and nature of the "group prayer" that should be involved. Should it be Hindu, Muslim, Moslem, Greek Orthodox, Roman Catholic, Evangelical Protestant, or Unitarian. We have all of th…
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Tom-The initial regulations went into effect in 1986, however, there was a six month period where enforcement was abated to give employers a chance to adjust to the new procedures, and because not all of the regulations were finalized.
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I think your employer is overlooking something here. You are "flexing" to give an employee who works over time "extra" compensation for that act, above and beyond the overtime premium pay they already received. Such a deal, I work overtime, and I …
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>Our organization assigns laptop computers to travelling staff. Now the >boss wants to "give" the laptops to the staff and make them >responsible for the upkeep. The concept is similar to requiring a >carpenter to supply his own t…
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We have an issue with employees bringing their personal cell phone to work and using it for personal calls. While this does free up company land lines, it still robs the coumpany of their productive time. Our policy on phone use generally states t…
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If you are a member of the Society for Human Resource Management ([url]www.shrm.org[/url]) there are a couple of very good White Papers on the subject of developing job descriptions at their website. The answer to your question about required cont…
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Your post is a little short on details. Do you have a Long Term Disability Insurance plan? What do the SPD's for your other employee benefit plans say about long term disability situations? Do you have a defined benefit pension plan that allows e…
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Having had experience in developing such a Handbood (Guide) let me offer some suggestions. 1) Do not try to cover all the bases. You will miss something, and in the attempt create liabilities and problems. Gather some statistics on the most comm…
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Skippy-You say that "to the best of our knowledge" the employee is recovered from her depression. Did you not get a release to return to work or a Fitness For Duty certificate last year when the employee was under medical care? Silence may truly b…
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>An exempt employee negotiated and receives overtime pay for all hours >worked over 37.5 per week. Other people doing the same job in the same >department do not receive overtime pay, regardless of time worked. >Does my firm have …
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As a couple of people have mentioned, there is a lot of missing information in your post. Such as, what is the nature of the call (is it Joe calling his buddy Harry to tell him he got two tickets to the fights tomorrow if he wants to go?, or Doe…
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>Once I overcome the distaste of charging employees who need early >paychex, I guess the best source would be your state statutes. I >agree with others who suggest written authorizations. The concept >troubles me since it mirror…
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My 2 cents on your three inquiries 1) I tend to take the tack of "flee the appearance of evil" when dealing with exempt staff. In this case, the "evil" is paying an exempt employee as a nonexempt. You need to be careful that your exempt employee…
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The FLSA does not require you to pay for a week in which no work is performed. You could inform you exempt employees that to be paid for the week of shut down they will need to use a week of vacation. This is standard practice in manufacturing whe…
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I wonder, are these "salaried/exempt" employees really exempt? The FLSA allows for paying non-exempt employees on a salaried basis, and this may be what you have here. I have worked for employers where we paid our nonexempt non-union employees on …
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We seem to be forgetting what the term "exempt" means here. It means exempt from overtime premium payments. This means that regardless of the amount of time an exempt employee puts in each week they are not to be paid overtime premium payments or …
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I agree that having employees sign their time sheets is an important practice. If you think about a time card, or time sheet, is no different than an independent contractor's bill for services. The employee is submitting that time as a claim for w…
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I agree that a PEO would have more say,in fact a true PEO would be the employer of record, and the proper entity to hold the I9.
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This sounds like a case of the tail wagging the dog. If this is a third party payroll processing service, they should not care whether this is a "legal" employee or not. They are contracted to process your payroll, and the legality of an employee'…
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Employers are required by the FLSA to pay for all hours worked, regardless of the immigration status of the employee. The laws regarding "Wage and Hour" issues are fairly independent of immigration law. This prevents and employer from hiring illeg…
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There are specific provisions in the Family Medical Leave Act regulations for tracking exempt employee time when a leave is granted under the Act. Generally, an exempt employee must be paid their full weekly salary for any week in which they work a…
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>This is a two-part question: > >1. Would a reimbursement for moving expenses be reported on a 1099 or >a W-2? > >2. If the reimbursement were retroactive (expense occurred in 1999 >but is being remibursed in 2001) wou…