HRforME
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We are eligible starting May 2009, so I was able to update as I have setup administration and forms for the process. It was a good time to do so, especially with the DOL providing the new forms. I do like that there are separate forms depending on …
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You always owe for time worked. Each state has it's own laws on when that pay is due. In some states (like California), there are very very stiff penalties for not paying on time. Many multistate companies pick the most strict law and use that for…
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Your exempts would need to be paid for both weeks in full...regardless of what "bucket" of money it comes from. The employer has the right to deduct vacation/sick balance for that time but if the vacation/sick balance is zero, it must still be paid.…
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There is no standard way, but a lot of companies either give a set amount (such as $500) OR a certain percent of pay. It depends on whether you want every employee to get the same amount or whether you want it to match back to some other factor, suc…
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You are going to get responses that are all over the place. There are way too many factors to consider: Industry Business culture: Corporation, Non-profit, Government, Union, Family-owned, etc. Business size Centralized or decentralized operations …
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The big one I have been hearing and am concerned about is changes to the way 401k plans are currently. Taking away the tax advantages for both the employer and the employee....and setting up a mandatory govt-sponsored retirement plan (outside of the…
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ADA requires an interactive process between the employee and the employer. The goal is to help disabled employees get and keep work. But the employee does have to be able to fulfill the essential functions of the job "with accommodation". It sounds …
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This is the best resource I have found for I-9 issues : http://www.uscis.gov/files/nativedocuments/m-274.pdf Question 32 on page 26 states: "Q. Do I need to complete a new Form I-9 when one of my employees is promoted within my company or transfer…
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You need to count by weeks, not days.. therefore a week would generally be 40 hours. IHowever, there are exceptions (see below). I calculate it would go through 3/6/09 also unless the employer allowers her to use intermittent timeoff. If she works…
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I am in the process of setting ours up for 2009 (First year eligible) and have put together a request for leave form also. And it does ask for anticipated date of leave. That is the point I expect to send the certification to the employee to get f…
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While we have not written a specific memo on service awards, we have informed employees that there will be many cuts in benefits, expenses and pay this year. We really haven't singled out any specific cut, except pay cuts and 401k match discontinua…
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What state are you in? It is going to be dependent on state laws. Some allow for more garnishments than others. For example, Texas allows for child support, IRS and government student loans, but not for non-govt student loans nor for other credito…
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One other thing we are doing (as is GM) is suspending company match in 2009. We have match written into our 401k plan document as discretionary...therefore we can do so without issues. If you do not, you would need to amend your plan prior to the s…
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Sorry...I was thinking on the article that I read from an employee perspective. We have been cutting back on (1) office supplies (2) meal reimbursements (3) cell phone reimbursements (only paying business usage and the employee must pay the full b…
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Salary.com just had an article: (1) Stop drinking bottled water -- tap water is much cheaper (2) Stop getting frou-frou coffees each day (3) Group errands so that you only go out once (4) Clip coupons (5) Don't eat out as much....brown bag your lunc…
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I agree...I would tack the extra two weeks off (not counting against FMLA) at the end of the FMLA if needed, not at the beginninng. Because you could honestly have an employee who takes multiple sick leaves but for shorter than two weeks...and it co…
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Do you as an employer fall under FMLA? Even so, you can still layoff a person on FMLA and/or STD. I can't think of any business reason to not inform them of the termination as long as you can prove the FMLA was not one of the reasons they were chos…
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The only real law that covers layoffs is WARN. And the employer has to be a certain size at that. Texas does not have any state laws in regards to layoffs. Some companies have specific policies on what type of, if any, severance is given. It is l…
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Is your employer large enough to fall under FMLA? "2) The Act provides that a serious health condition may result from injury to the employee ``on or off'' the job. If the employer designates the leave as FMLA leave in accordance with Sec. 825.208, …
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I [Y] Texas!
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You might check a couple of resources that I have found useful: (1) your state's dept of labor group -- I know that TX has an employer handbook online with many policies pre-written although they do suggest you review them with legal counsel. (2) y…
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IT is correct...we are giving our employees the day and day after this year, rather than the eve's. So for us, it would be a whole week AND workweek closed. But if you were open on the 2nd, you might have to pay for the whole week if your workweek …
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If the office/business is closed for a whole week, the employer is not required to pay exempt employees because the employee did no work in that week. I know of companies that do this (HP for example), but the employees have known all year. http://…
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That is my understanding. There are certain laws/rights that cannot be waived...even with a release. However most employees don't realize it, but think that it is waiving any and all claims. And therefore never file a claim that might make it's way…
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(1) In the interactive process of ADA, you can ask for documentation to make the decisions. That documentation does usually come in the form of doctor certifications. (2) Here's one article I found: http://add.about.com/od/adhdinadults/a/jobrights.h…
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I agree that I would make sure he understands the link to payroll. If not clocks, how will the information get into the payroll system? How accurate will it be? What inaccuracies could cause the employer money? Overpaying because the manager/emplo…
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Thanks for the link! I bookmarked it as a good site to look to in the future! rr
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On the temp employee --> You need to be careful here. Because by doing certain employer duties, you might be moving your company into more of a "joint employer" or "co-employment" relationship with the leasing agency and the temp employee. And …
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Bi-monthly = every 2 months. I think you mean semi-monthly *Ü* That said, you have pegged the two largest problems. What payroll system do you use? Do you do payroll in-house or is it outsourced? Either way, the system should be able to handle the…
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What relationship do you have with the hospital exactly?Are you contracting/leasing employees to this hospital? You say they are not the employer, but possibly by doing some of these tests/checks, they may be placing themselves in a co-employment r…