Gillian
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- Gillian
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Comments
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Margaret is correct. There isn't any way to convert one to the other. Your decision should be based on sound compensation practice, which means a job description and knowledge of what the pay range should be. Then you match the salary desired by …
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People choose where they want to work and where they want to live and some commutes are longer than others and that's the way it is. Pay scales for the length of commute would add a whole new dimension to compensation administration. Did you manage…
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Yes. I suppose that might be some strange situations such as overtime which stretches into church time or something like that, which would get into accomodations issues, but other than that, yes.
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Here you are - good news from California. If you do not allow additional accruals if the employee doesn't use what has already been accrued, you may be violating regulations if you haven't written the policy correctly. You need to establish a cap …
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Yes, I pretty much do have the dream job and I agree that every work place is made up of different mind sets, including those who would abuse whatever is available to abuse. I think the difference that I tried to say is that our approach is differe…
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To start with, in California if a person works a partial day they must get paid for the whole day so we are not faced with the 1/2 day issue. To answer your question about abuse, I suppose that there may be an occasional abuse but, by and large, pe…
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I agree with Rockie, who is currently at the end. Punishing everyone for the sins of a minority doesn't seem quite right. I've got no problem addressing the problem with the minority, though.
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If any of your 12 offices are in California forget about everything that you have read thus far. We do not deduct on a half day basis if for no other reason than we are legally prohibited from doing so. On a practical basis, I don't know why your m…
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there is no law but you can put "late reviews, got a raise, but nothing retroactive" high on the list of actions which create employee resentment.
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There are pro's and con's to both. Years ago I was in that situation and California was a stand - alone. I would probably still go that way given all the extra overtime, break penalties etc. that the IWC orders provide. If you did apply Californi…
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No
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I'm in California and our wage and hour laws are different. In most respects, the FLSA is irrelevant to us - we follow the appropriate wage order for our industry. To answer your question about sick leave, you can follow KDowneys advice and just s…
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To start with, an exempt employee is exempt by virtue of the job duties. If the job duties are really exempt, what you have is a mistake by someone who wanted to track hours. The only time that you would "lose" the exempt status of this job is if …
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I have never considered myself a compensation expert and I am actually happy with that, but just in case the 50% cited in this case seems a bit strange to some I'll take a shot at explaining. The case was probably a California case. Under our wage…
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Agreed! Where there are significant safety issues when one works alone, there should always be two, and if someone wants a rule that there should always be two people in a building, that is fine too. The original post, though, was about always hav…
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Is there an inherent difference between the honesty of an hourly employee as compared to a salaried one? We are reading a lot about salaried mice who have been doing lots of dishonest. There are hourly employees who can be trusted to work without …
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The minimum wage is the minimum hourly rate allowed by federal and state regulations. Sometimes they are different, in which case you go with the higher rate. A living wage is a pay rate set as a minimum by a local government entity. There are a …
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You said the magic words - "located in California". Your issue probably revolves around the California daily overtime regulation (time and a half over eight hours a day) and DOT regulations. If your drivers are covered by DOT the same rules apply …
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Based upon your comment that ownership is reluctant to do anything I will assume that you have a workplace which is kind of "family". If that is the case I would start by evaluating the damage that would be done to the group by shortening hours or …
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Be careful how you treat non-exempt employees in comparison to exempt employees. The local chapter of SHRM in southern California surveyed the pay practices of organizations during the Northridge earthquake of a few years ago. It was appalling to f…
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Of course the answer is yes, except for us in California or other states that mandate something different. The problem, though, is that work, sickness, family issues are all mixed in together today and a wise employer will consider sick leave for f…
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We changed ours to must be on paid status before and after. The rule of working the day before or day after makes sense in a production environment but less so in other environments. The key to the decision is whether or not the absenses before or…
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Check out California Labor Code 232. The title is Prohibition against requiring employee to refrain from disclosing amount of wages. It prohibits the discharge, discipline or discriminate against anyone who discloses their wage rate. From my expe…
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I agree with Theresa. I think that the key to accomplishing what you want is the approach that you take. If you go in like gangbusters demanding stuff you may not get a positive reaction. If the director doesn't seem reasonable talk about your ed…
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Assuming that you are covered by one of the 17 California Wage Orders (you probably are)using the administative exemption to cover this person won't fly. In order to be exempt under the administative exemption the person must do work "directly rela…
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I'm in California and the answer is a resounding NO. If the employee works any part of a week the employee is entitled to the weeks pay.
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You don't say where you are, but if this employee is in California, use it or lose it policies are illegal, thus you would have to pay.
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A word of caution - exempt employees are supposed to be paid to do their job, no matter the number of hours. If they can get their job done in less than forty hours, they shouldn't be forced to stick around (theoretically). If that occurs frequent…
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Also in California and I don't know. My feeling is that the cap would not be viewed as reasonable because it doesn't provide the flexibility that caps allow. What you have is nothing more than a take your vacation in a timely way, or they fail to …
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I'm also in California. You are correct in that California is pretty protective of employees, but not to the point where a person can't schedule their employees to fit their business needs. If there is no work, there is no obligation to make some.…