Gillian3
About
- Username
- Gillian3
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Review the recent thread on this topic in the Employment Law section. It's called Penalties for late reviews or something like that.
-
I doubt that there is anything specific for FL. Assuming that, there is no legal definition of FT and PT. Most often, employers define them according to the required number of hours which must be worked in order to qualify for benefits.
-
Ditto to the equality brigade. I don't have a citation but the whole idea of rounding is to keep some equality to that employees are not penalized by not being paid for time they have worked.
-
It looks like you are an safe ground not to pay her, but think about a couple of things before you refuse. The comment about whether you have done it for others is a valid one. Also, who are these "others" who think that you should pay. If it is …
-
You may have already found it, but make sure that you read a post that I did on this subject a couple or three weeks ago. I was passing on information that came from the Office of Federal Contract Compliance Programs, the AA people.
-
No, that would violate record keeping requirments, which state that you must note hours worked, including start and stop times.
-
Here are two paragraphs from my material, which reflects Ca. wage and hour regs: You may make deductions from an exempt employee's salary for absences of a full day or more for personal reasons such as vacation, personal leave, and religious holid…
-
It was Company mistake by the accounting person who was fired. The employee tried to rectify the problem but was told she was receiving the correct amount of money. In my opinion, leave the employee alone. If you apply the muscle, you may create …
-
No, the mandatory pay off only applies to vacation, floating holidays, personal days and any other non-scheduled time that is a benefit to the employee. It does not include sick leave. PTO is probably used less in Ca. then other states because the…
-
HR in CA is correct, but with one comment. Just saying that vacation does not accrue until after the introductory period or some other definition does not make it automatic. There must be a true "no accrual" period. If vacation is one week after…
-
Unfortunately, I don't think that there are documentation or legal notes to help you out. It is just common sense, apparently a bit lacking in Executive Management, that you shouldn't do this. There aren't any laws restricting stupidity.
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-29-05 AT 04:05PM (CST)[/font][br][br]Sounds good, but some of which you describe would be viewed as a business loss in California and cannot be deducted from an employees check. Further, is the employ…
-
Other than banking and NSF, which I don't know anything about, the basic Ca. rule is that you cannot deduct for things that could be considered a cost of doing business. One cannot depend on "negligence" either, because it could be a mistake, a cost…
-
If you expect the RIF to be temporary, I wouldn't change anything. If "temporary" is really an awfully long time,then you should probably re-evaluate.
-
Companies get to set the standards for their jobs. For an exempt person that means that hours can be set, but the employer should be reasonable in making exceptions (employers prerogative)if the job is getting done.
-
While they are on your payroll, they are under your control. They shouldn't be clocking in or out to run errands. The "free to leave" time is lunch time, typically unpaid.
-
Nothing, other than if the employee accepts one day, the employer has saved a few $$.
-
"Willful" will be interpreted in favor of the employee. You would most likely be held liable if you went to a hearing. Why not try paying an extra day's pay because you didn't get it there on the Friday, and let the employee file a complaint for m…
-
All the laws apply as noted already. Other than that, owners kids have preferance on everything else if that is what the owner wants - unfortunately.
-
Your main issue is child labor. You could make copies of the relevant laws and give them to the owner, but how you handle it depends on your relationship with, and how high a priority that legal compliance is with the owner.
-
Your post reads as if you are a non-profit so there is a little more leeway than in the private sector, however, the leeway wouldn't stretch to cover someone doing their own job. The Ca. guidelines, which are probably similar to yours, would allow …
-
Look for the state office of Department of Industrial Relations, then Department of Labor Standards Enforcement. they have offices in the major city areas. I think that the website is [url]www.dsle.gov.ca[/url]
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-22-05 AT 12:42PM (CST)[/font][br][br]Both points are correct. California regs allow deductions for willful damage. It is also proper practice to get employee approval for deductions. The employee w…
-
Probably. The key is whether the damage is something that would be considered a cost of doing business or willful on the part of the employee. Sounds like the latter.
-
[font size="1" color="#FF0000"]LAST EDITED ON 04-08-05 AT 02:17PM (CST)[/font][br][br]Yes, an exempt employee is paid to do their job, no matter the number of hours, 35,40,50, 60 and so on. The employee's recourse is to get a job with lesser hours,…
-
I feel positively ecstatic that the California wage and hour regulations are so simple! No fluctuating work weeks here - overtime over eight, no matter what.
-
Agree - the position doesn't seem to involve enough independent decision making and judgement.
-
And don't let a labor attorney decree anything. They give advice, nothing more or less, and there are good attorneys and bad ones. Listen to what they say and question their opinions, just as you would any other business advisor.
-
I think that the checking in once per hour places a degree of control on the employee so that it becomes working time. Maybe Cheapo could hire three people, one to work 45 minutes to an hour and be paid accordingly and two more to do the checking i…