Irie
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- Irie
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This subject has been discussed many times on this Forum. If you do a search of exempt employees I know you will find your answer. It is perfectly fine to keep track of exempt employees hours as long as you pay them in accordance with the FLSA.
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I would think that's just the chance you would have to take if you want to print your stubs that way. Not a bad idea though to make it self-service.
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I'm sure your state's department of labor would be able to assist you with this. You may want to give them a call.
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Is it possible that the bank your company deals with will let employees open a debit-card only account? The funds could be deposited into these accounts and the employees would have access to their funds through a debit card. It's worth checking i…
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Thank you both for the information.
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Lisa: Welcome to the Forum. This subject has been discussed many times over the years. I suggest you do a search and I'm sure you will find quite a few answers to your question.
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Try [url]www.salary.com[/url].
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No wonder their government had to shut down. How absurd!
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We offer an additional 50 cents for second shift and 75 cents for third shift. We offer this as an incentive and to thank people for working the off shifts.
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Ours is the same as Nae.
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You can dock the PTO bank of an exempt employee for a half day's absence if that is your policy--you just can't dock their pay. Do a search of this forum. This topic has been discussed at great length.
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In what increments are the employees allowed to use this time? Hours? Minutes? Full days only?
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I believe the disability has to be permanent. Unfortunately some permanently-disabled people die before they are deemed permanently disabled by SSA and get any benefits. The system moves very slowly. Nice to heaer he is cancer free for now and I …
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It is my understanding as well that the person must be rendered disabled by the Social Security Administration to extend their COBRA coverage. I don't believe it's an "option" the employee can just elect. From what I have heard, it takes quite som…
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I have never heard this before either. Unless it's a new rule maybe? You know things are always changing.
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I agree with you on this point which is why we do not offer wage continuation for people off work due to a work injury. There is no incentive to return to work when you're getting paid to stay home. We already have a very generous short-term dis…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-31-08 AT 06:34AM (CST)[/font][br][br]I couldn't find anything in our C of C about illegal activity. I did find the Subrogation provision which could be applied in this instance.
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Very generous to extend it to aunts, uncles, nieces or nephews. That could result in a lot of funeral leave for some employees.
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Our policy: "When a death occurs in your immediate family, your present spouse, mother, father, son, daughter, brother or sister, you will be excused for up to three consecutive days you were scheduled to work ending with the day of the funeral. I…
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I don't have a problem with a date of birth because I understand insurance carriers use that information to determine the age of the insureds to set the rates. My concern is that a Social Security Number has nothing whatsoever to do with insuring…
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You don't have to offer holiday pay to one employee just because you offer it to another employee. Quite often employers have a waiting period before employees are eligible to draw holiday pay, just as benefits and vacation time. However, if you p…
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Ouch. And I thought some of the things my company does are out of the ordinary. Good luck.
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We run WC concurrent with FMLA but not sick leave. Are you talking about paid sick leave? Why would you want to pay them twice? Our paid sick leave is only for non-work-related injuries/illnesses.
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Your broker should know the answer to this question. You may want to check with them.
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We self insure our disability but I have an outside agency that administers it. They call it an "advice to pay". I send the claims to them, they review them, make the determination as to how long to allow the disability, etc. The company then sen…
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We looked into this as well but decided the administration (read: policing) would be too much of a nightmare so we dropped the idea.
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Perhaps make it effective on January 1, 2008 and give them notice well in advance that this policy change will go into effect on that date.
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When an employee uses this time do they have to bring documentation that confirms the time they have taken is for this reason? Or can they take it carte blanche like they can when using intermittent FMLA? Just curious as to how it's monitored.
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I believe Massachusetts and New Jersey have the SNLA (Small Necessities Leave Act). I hope no other states enact something like this. Aren't there already enough entitlements? San Francisco mandates 9 paid sick days per year to employees in that …
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Last year one of our employees passed away. We allowed employees to use PTO to attend the memorial service.