FunHRBanker
About
- Username
- FunHRBanker
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
My gut says no. The percentage is the same. If you had a monetary requirement, my answer may be different. You are treating all sales people the same.
-
Great illustration missk, thank you! I continue to recommend to this new HR person that they employees should be paid for the hours worked. If they want to encourage people to volunteer for Saturday work, pay a "bonus" in addition to the hours. I…
-
I've suggested a flat rate bonus in addition to the hours, but a shift differential would be a good idea too (a bit of a pain to calculate OT, but oh well)! Thanks.
-
I completely agree. I'm encouraging them to pay for hours worked then add a smaller bonus if they want ($50 rather than $100).
-
I believe the answer is yes to both.
-
That was my thought, especially since it's a lot less than the flat rate! I was having this conversation with another member. Can they continue to pay the flat amount without the possibility of someone alleging they were not paid for their hours w…
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-13-07 AT 02:37PM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 09-13-07 AT 02:28 PM (CST)[/font] The company may make deductions from an exempt employee's pay: If the exempt empl…
-
It is my understanding that you can dock exempt employees' pay for half day absences and for days that they are not at work.
-
We just moved and did the same thing: asked for volunteers, paid regular time (subject to OT), and ordered pizza. It went very well.
-
I am the HR Officer for a community bank that employs 75 people. I do all of the benefits, including payroll. How in the world can you properly complete your taxes without those figures?! Don't you have to report individual wages to the state?
-
It is my understanding that you must pay the employee for all time worked. Working when told she should not be (coming in early or staying late) is something that should've been dealt with using your discipline policy. If you don't have time card …
-
[font size="1" color="#FF0000"]LAST EDITED ON 11-03-06 AT 11:09AM (CST)[/font][br][br]We had one employee claim exempt on their W-4. You are required to mail in a copy of the W-4 with your 4th quarter tax filings for anyone who has claimed exempt a…
-
I found something else that isn't so "legalese-y." "If the employer has a plan that allows...6 sick days per year to all employees, and the salaried ee is absent for the 7th day in the year for illness, the ee's wages may be reduced for the 7th d…
-
Is she eligible for FMLA?? "Deductions may be made when the employee absents himself from work for a day or more for personal reasons, other than sickness or accident." However, I also found, "Deductions may also be made for absences of a day or…
-
My opinion is yes. You have classified her as an "hourly employee", making her eligible for OT.
-
I was under the impression that an if exempt ee comes to work for 2 minutes and performs ANY work in that 2 minutes, they must be paid for the whole day. You can dock their sick/vacation/personal time bank, but when they are out, you must pay them …
-
I have been told that you do not have to pay an exempt employee for any full day that he/she performs no work. Therefore if this person had called in sick, s/he would not be paid for the day because s/he performed no work. According to the story, …
-
That sounds terrible! Not everyone can afford to contribute 5% and still feed their family, make rent/mortgage payments, etc. Fixed 3% return? That's crap too (ok, it's better than the nosedive my 401k has taken, but when the market is good...). …
-
We are not looking into doing this. One of my colleagues asked the question and I thought I would consult the expert panel!
-
We are fully insured and the TPA did confirm that we cannot allow this for one person and not everyone. Thanks!
-
We offer voluntary supplemental life insurance for employees and their dependents. Once the setup is done, it takes very little time. I have to pay the bill monthly (less than 5 minutes) and only have questions when renewal comes around. Enrollin…
-
HRA is probably the way to go if you want to reimburse employees for their deductible. There are a number of vendors out there that could administer the program. With all the HIPAA regs out there, we don't want to deal with ee claims!
-
I may have misunderstood the question based on your response of reimbursing all at once rather than a little at a time. You plan to reimburse everyone, but as a one time, end of year payment, correct? You may also want to look into a Health Reimbu…
-
Why would they not want to reimburse everyone who had to pay deductible expenses? So if someone paid $700 for medical expenses throughout the year, they would not be reimbursed. I think this would cause major morale problems. If this is done, I'd…
-
I agree with lnelson: if he was enrolled, then he is eligible. If he was not, there is no COBRA. If he'd filled out the paperwork, you'd sent it in, and he was just waiting for the cards, yes, send the paperwork.
-
I have never heard this. In fact, I was told that we should get a signed acknowledgement for receiving the SPD. Where did you get this advice?
-
I was just thinking about that because some of the women may prefer the gift certificate to the flowers...management's thinking is that men don't want flowers. Most of the women here really like the "fuss" that's made with the flowers. Perhaps goi…
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-17-08 AT 12:54PM (CST)[/font][br][br]We don't have a formal program, but do recognize employees every 5th anniversary (we have 75 employees). The first 2, we load a congratulatory memo on our intrane…
-
Some prescriptions are not FSA eligible, such as those for hair loss. In general, I think if insurance covers it, it's probably ok. Privacy is one of the main reasons we went to a TPA to administer claims.
-
Our TPA requires the EOB rather than a doctor's statement. That way, they can see everything they need (patient name, date of service, amount allowed, etc.). To be safe, I'd say yes, require the EOB.