Dutch2
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Yep, what NaeNae55 said. Also...If this really does upset some of your ee's and no doubt that it will you should review the FLSA requirements for exempt ee's just to make sure that they all really do qualify. If one of them complains to the DOL a…
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Does eveyone have access to a confidential printer? If I print my check stub, will I be the first one to the printer to pick it up?
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Same here.... we don't have copies of their paycheck stubs, so we make a copy of their data from our register for that particular pay period. Normally doesn't happen very often. Usually for someone needing to show proof of income for assisted livi…
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Covered employees must be paid for all hours worked in a workweek. In general, "hours worked" includes all time an employee must be on duty, or on the employer's premises or at any other prescribed place of work. Also included is any additional time…
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Try the site [url]www.dol.gov/elaws/userra.htm[/url] and I believe you will find answers to all your questions regarding USERRA rules and regulations.
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Don't have a percentage. We just look at the total hours and dollars being spent in OVT then we compare this to the average wage in that particular dept. plus the average cost of full-time benefits when we are deciding to hire or not to hire an addi…
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We do not have a "program" to figure out and offer comp. time to exempt ee's. We do however, at our Sr. Management meetings discuss those exempt ee's that go above and beyond the call of duty in putting in extra time due to special projects, extens…
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Amen... all hours worked over 40 count towards overtime. When we have meetings after regular hours alr r e dould imtn tn
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We complete an eval at 90 Days but seldom give a wage increase at this time. Our annual wage increases have averaged 2 1/2% to 4% over the past several years. Each job has a min. and max salary range. When and ee hits the max they do not receive …
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We had such a mess the last time we closed early due to the weather that we have not closed early or closed the business entirely for a day due to weather since. It seems some supervisors told their ee's they would be paid for the time they missed …
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We actually pay more than we are required to pay. We pay for all the time they are traveling simply becasue they would be home if not out traveling for us. Same for Seminars and/or Conferences, we pay for the full time they are actually in the mee…
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We do not have a "policy" that allows ee's to just make up any time they missed. We leave it up to each Dept. Supervisor to determine if the work load is such that the ee really needs to put in additional time in order to complete their tasks.
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Another website you might visit is : [url]www.dol.gov/esa[/url] this is the DOL's FairPay Overtime Initiative site. Good luck...
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Just wondering...since this will be your frist effort at keeping track of hours worked... how to you manage your meal and break times? These too can easily run you afoul of the regulations. Good luck...
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Basically the same here. We pay the ee the number of hours they would have worked had we been open that day. This can be any number of hours. If they are only scheduled four hours on Thursdays, then we will pay them four hours of holiday pay for …
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We too have a matrix or formula that is based on their overall evaluation rating. The higher their over rating the higher the wage increase they receive. Our Board has not yet set the numbers for our next round of reviews (we will not complete ann…
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Depends on your state regulations. Here in MO we pay at the next regular payroll. Best check it out for Florida.
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As long as they are witin state guidelines an employer can pay at basically any time. We switched from 1st and 15th to every other week a few years back and gave everyone 90 days notice. This eliminated a lot of confusion for our non-exempt ee's a…
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We also have a college student from Russia (actually Moldova) working for us. However he is paying taxes just like the rest of us and has never said anything about not having to do so. He may file to have it all refunded each year. He has a USA S…
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If all else fails, call your competitors and ask them. Here in Central MO it is not uncommone for one financial company to call others every few years just to see where you are. We also get information from employement applications where the ee li…
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I would think that you would have to pay for experience. Every two or three years we contact several of the other financial insitutions and organizatons in our part of the world to see just what the going rates are. IF necessary we also bring in an …
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We are a bank also. However we never deduct funds from an employees paycheck due to insuffieiences. We have a program within our progressive disciple policy for such matters. So many INSF's and you go to step 1, 2, etc... If it is not cleared up,…
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Same here. The college where my wife works is always adding some little stipend on her check for this or that and it is included in her total wages. Have you considered having your ee's complete an expence voucher, with receipts attached, to be pa…
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Even exempt employees can have a "schedule" they are to work. If they are not coming in on time, they should be accountable to the same standards as your non-exempt ee's and should be treated the same as per your company attendance/tardy policy. We…
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We (on the other hand) allow our ee's to leave the buildings for their paid breaks. We are located smack dab in the middle of downtown. Directly across the street is drug store with an ole fashioned soda fountain, next to it is a new StarBucks cof…
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We are a locally owned, independent and (so far) not for sale community bank and have just completed our annual evaluations and wage increases. Our middle management and support staff averaged 2.5% to 3%. Our Board of Directores sets our officer's …
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This too is for all practical purposes is a family owned bank as the two surviving brothers control over 50% of the stock. However, I finally got it across to our Chariman and CEO several years back that we cannot afford to make exceptions to the r…
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Our annual increase amount is set by our Board of Directors. We also have a min and max salary range set for each job position. It is my responsibility to review these salary ranges every 2 to 3 years and make a recommendation to the COO and CEO i…
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Yep, same here, we don't have a "policy". However, we pay travel time same as if it was time worked and we reimburse the ee's for their expenses; such as meals and motels. If travel time causes them to go over 40 we pay OVT for all hours over 40. …
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We are a non-union financial company and we pay OT for time worked only. We do not count non-productive work such as sick pay, vacation, holiday pay, etc. when we are counting total hours work to determine if OT should be paid.