Geno
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A dept "head" get it, never mind. Anyhow, the hypothetical scenario that you are describing I think would be covered by language that is included in many drug-free work place policy statements that include the miss-use of legal drugs, e.g., Empl…
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Depending on how you define "HR files" you will get a variety of answers. If you do an internet search for "Employee Records Retention Schedule" you will also see a range of recommendations. Our policy is seven years -- but keep in mind that accid…
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I vote yes. Maybe it is because I come from a collective bargaining environment, but I see a lot of benefits of having a signed copy of the employee's most recent position description in their personnel file. Let me ask this question: if the pos…
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denise, I'm assuming that you already incorporate the use of the W-9 form? geno
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We let the finance department(payroll) maintain all leave documentation. LOL
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Patty, I believe the regulations call for overtime for hours in excess of forty in a work week -- I don't think the regs allow for pay-period averaging. Geno
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[font size="1" color="#FF0000"]LAST EDITED ON 01-27-06 AT 02:31PM (CST)[/font][br][br]Steve, You are going to get slightly different views from different posters on some of the nuances that you describe, but the general rule of thumb on the docking…
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HROne, We do. To the extent available, exempt employees are required to spend down accrued paid leaves for both full and partial day absences. Conversely, exempt employees who have exhausted all paid leaves are subsequently paid for partial day a…
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WebMonkey, Not sure what your question is. I don't think you "missed" anything as far as outlining the facts of the situation; however, what to do about it is another question. Your company's creative use of the term “salaried non-exempt” and…
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Jennie, Where is the source of the italicized sentence? What have you done in the past? If it has never happened before (not sure how that is possible unless you are new company) you can either pay the employee as if he/she were at work (might …
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"show the pay going in and then back out on the same pay?" Yes, show the legitimate overtime that was earned in the most recent pay period being paid under gross income and then make the deduction of your previous overpayment. You are paying the o…
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Frenchie, I believe that you will be in compliance if you "pay" the employee the earned overtime and then deduct the overpayment. Geno
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[font size="1" color="#FF0000"]LAST EDITED ON 07-28-05 AT 03:03PM (CST)[/font][br][br] "Is conversion of OT to PPT allowed...?" Given the circumstances you have presented, the proposed conversion of OT to PPT is the working definition of comp-time …
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We’ve been doing similar things for years. At their request,we make scheduled mortgage and auto loan payments for employees. With the proper documentation we also put money into employees’ Christmas-club and savings accounts. We call it direct de…
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Sorry moll, I should have said that those numbers came from the instruction booklet that accompanies the MW507 form. Geno
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s moll, It doesn’t matter what type of visa an employee is in possession of -- nor does it matter what country the employee hails from. What matters is the employee’s filing status and his/her likely annual income. Check a copy of the Maryland MW…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-29-05 AT 01:50PM (CST)[/font][br][br]dcastaneda, You might find the attached links of interest. GENO [url]http://www.advantagepayroll.com/accountants/erguide4.asp[/url] [url]http://www.twc.state.t…
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Never hear of that exemption -- interesting though. Before I'd got too excited about it, I would want to know exactly how your contact at the DOL defines "out-of-state" commerce and make sure that they didn’t really mean “inter-state commerce.” Th…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-15-05 AT 08:32AM (CST)[/font][br][br]ddog, ...agree with all of the other posters -- non-exempt. But I must add that given your list of on-going duties and 18 years of experience, it appears to me t…
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HRgal, I don't know how much of your agency's resources management is willing to invest in the endeavor, but I do know a company that collects and publishes regional and industry specific compensation and salary data reports. I'm sitting here look…
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James Sokolowski may be on to something, you may have stumbled across the need to raise the performance bar a little. That said however, I think most would agree that you are stepping onto a slippery slope when you try to enforce a “minimum hours” …
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I'm going to agree with marc, why don't you just get your calculator out and come with a hourly differential that amounts (financially) to the same thing as the paid lunch break --sure to result in less stress to you -- and when someone complains, y…
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Not sure I understand your question; do you mean a different paid/unpaid lunch break arrangement for people on the same shift or a different paid/unpaid lunch break arrangement for people on different shifts?
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maverick, An employEE’s health information (as defined by 29 CFR 825.306 -- FMLA) that might otherwise be considered PHI (Protected Health Information as defined by 45 CFR Parts 160 and 164 -- HIPPA), when held by the employER, in its capacity as a…
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Employees must be scheduled to work at least 20 hours per week to be eligible for paid annual, personal and sick leave. Earned paid leave "days" are commensurate with the part-time employee's scheduled daily hours. Note: The number of annual lea…
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HR727, Yes. Geno, SPHR
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traci, "Aren't we opening ourselves up to liability if we allow her to work at all?" In many instances the answer can be yes – when the “workplace” is no longer the “workplace,” a variety of liability issues present themselves. At the very least…
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Para, If you Google the words Leave Banks or Shared Leave Programs, you will get a plethora of established policies and ideas to consider. Most are from state governments and universties -- went through the same drill myself last year. Geno, SPHR
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nancy, Start out by making a call to your healthcare insurance provider. Find out exactly what they offer in the form of conversion coverage (monthly cost, types of plans/coverage, etc.) before you sit down to write your letter. Technically, your…
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Ed, First of all, consider getting a new COBRA administrator. COBRA rules require that a General COBRA notice be furnished to each covered employee and covered spouse not later than: • 90 days after the employee (and spouse, if any) first beco…