Hunter1
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I'm sure your friend appreciates you trying to help in this situation. What it boils down to is that unless there's illegal discrimination going on (race, sex, etc), there's not a lot that can be done about it. I am also sure that there are litera…
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As Sonny has indicated, there may be valid reasons for this difference in pay: education, experience, evaluations, decision-making, thinking challenges, problem solving, interactions, communication, etc. Have you considered all of these, and are y…
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Tell your boss you're likely to be thinking from 'inside a box' if you find a way to do this. : ) No way these kids are going to qualify as independent contractors. How much expense can there be to setting them up on payroll? Do what's right and…
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Pork: Don't get so excited, you're going to have a coronary! I agree that the employees should be classified correctly, and that our tax dollars should not be wasted by any unit of government, but if EVERY employer that had one or more employees m…
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Agree with Sonny. You may have a timely payment law in your state which makes it necessary for you to pay for hours worked on a timely basis. That said, I empathize with you. We have a lot of part time employees who are basically doing us a favor…
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You may notice that my second example is at time and one-half, and that's the way it has to be if there are more than 40 hours worked in a given work week.
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I believe you can use compensatory time, but in such limited circumstances that it probably doesn't pay: The comp time must be taken in the same pay period in which it was earned. If employees are paid each week, the comp time must be taken in tha…
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I don't believe there is such a requirement. What's the difference between working two consecutive shifts, or working 8 hours of overtime at the end of the first shift? Or, working a 10 or 12 hour shift in the first place. I think your contract w…
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I agree with the Beagle, but, isn't there something you could find for him to do for the 4 hours, even if the plant has to be shut down. Some maintenance work, clean up, etc? I always hate to pay employees for doing nothing, and if you make this d…
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If they're exempt, they're getting a salary to compensate them regardless of where or when they do the work.
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My answer would be quite different than LindaS. While job titles aren't at all controlling, you are the Store Manager, not just an 'employee'. Determinations of exempt vs non-exempt are complex; for instance, you do not have to supervise 2 full …
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Diane: Where in the FLSA is the requirement for lunch and break periods? CA law may require them, but FLSA?
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I would caution employers to check their state requirements. In WI, we are REQUIRED to keep time records on ALL employees, including exempt.
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State law controls. I would venture to guess that in most states, like WI, you can pay with your next regular pay cycle. But, check your state requirements.
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Thanks for your help thus far. Our PBM is beginning to come up to speed on this - based at least in part on my request that they provide information, they promised to begin mailings to customers asap. They're supposedly the 4th largest PBM in the …
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Our employees in that situation get 96 hours of holiday pay per year and use it by the hour. In other words, if they take a 12 hour day off, they utilize 12 hours of holiday pay and then have 84 hours left. We have a different situation in a one s…
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Lisa: I generally sound tougher than I really am. I was discussing this with my payroll clerk yesterday and she thinks it would be a good idea, too. Really, though, it just postpones the inevitable. The first year, employees get 14.5 months to u…
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I was thinking it was kind of a negative. We'll never get the books closed on the previous year. Quit procrastinating, incur your claims, get them in and let me get the books closed. With all the over-the-counter stuff that's allowed, it shouldn'…
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I don't know how much different this is than those employers who PAY their employees to get off their insurance and onto their spouse's plan. Most people don't seem to have a problem with that scenario. (Except me) I don't know anyone who's doin…
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I believe in WI, you'd lose. If the ee works for another employer for a certain number of weeks and establishes eligibility, he/she first draws on the second er's account but then comes back on yours. It's looked at like it wasn't the ee's fault t…
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Have you considered what to do for employees terminated for cause? Are you planning on paying them in full for Earned Leave Time, and not paying someone who leaves on good terms in full? Perhaps you should leave the pay-out of Earned leave alone a…
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Sounds like you're very generous. Ours provides a max of 3 courses per semester at the tuition rate per credit for the local public university. Must be preapproved by dept head and HR Director, and the employer gets reimbursed on a declining scale…
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I'm not aware of any law which would keep you from faxing a Social Security number. If you're dealing with some state agency which requires the number for their records, they better have a fax machine in a fairly secure area. They're going to have…
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Yup. I believe that all PBMs recieve rebates from the manufacturers; as a matter of fact, our PBM 'shares' these rebates with us. Mention the name Elliott Spitzer when you pose the question. : )
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Irene - Good advice, but think again about PBMs not pocketing rebates from drug manufacturers. I'd be very surprised if your PBM isn't doing some skimming on the rebates. Ask them that question very specifically and see what their answer is.
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Thanks for the answer. I raised the question because of the poll. Apparently some employers have set up Roth deductions. I would think an employee could have a deduction directly deposited with some financial institution where he/she would have t…
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Same rules in WI. Since you don't have to grant any vacation, you get to make the rules (except in union environments), but you have to be consistent.
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Similar pro-ration. We only do it for ees at or above 20 hrs/wk, and pro-rate at 20, 25, 30, and 35 hrs/wk.