LarryC
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Hi Kevin. In a previous job I used to travel to Johnson City frequently. I love the area, although the people there had a hard time understanding my Minnesota accent. As you probably already know, you're free to set your own policy in this regard. M…
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The written policy, of which Down-the-Middle speaks, pertains to workplace rules, codes of conduct, and the like.
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Roman, I'm not in health care but I would still be willing to share the matrix with you. Contact me privately and I'll get it to you. Where in Michigan are you? I grew up in St.Joseph, went to college in Houghton, and lived Ishpeming before moving …
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Ours is performance based . I have a matrix that has preformance grade on the x axis and where the employee is on her payscale on the y axis. Percentage figures ranging from 0% to 9% populate the matrix grid. I have it designed to progress the emplo…
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CW, I'm in the camp that says DO NOT PAY. However, I would make sure that she did not satisfy the "adequate notice" definition. Hopefully you have that spelled out in terms of a time period.
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Unless the "Board" says anything, I'd do it at the next scheduled payday. The DOL allows any adjustments (which you can argue that this is)on the next scheduled pay period.
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[font size="1" color="#FF0000"]LAST EDITED ON 11-03-05 AT 12:48PM (CST)[/font][br][br]Excellent discussion, you two, about the breaks. I won't go into what we do here in the Land of 10,000 Ways to Allow the Employees to Flee the Building. That aside…
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Your state DOL should be of some help. I get excellent salary information from them. They may rope you into participating in their salary surveys, but that's usually not a real chore. I also use BLR and the local EA, but they are spendy.
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Hey, Gillian, I got your joke. My humor falls on the sick side most of the time, but I do recognize "subtle" when I see it. Good one.
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GLC, your original post indicated that she did, indeed, question her salary and was told that it was legit. You have every right to correct her salary now, but I would do it on the basis of less job functions rather than less hours. If you get too e…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-21-05 AT 09:49AM (CST)[/font][br][br]An exempt person must receive her full salary for any week in which she performs work without regard to the number of hours or days worked. Once set, the salary is…
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This is regulated by the state. Here in Minnesota, it all depends on what kind of job you have. In previous posting I actually did list all the possibilities in this state. It is'nt worth going back and reading it.
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Hi Debbie. First of all you are correct in assuming that you have to pay overtime in this situation. Regardless of how many jobs or pays this person gets, if they work over 40 hours, period, they are entitled to overtime. Now what to pay? You calcu…
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Hi, Midge. Pleased to meet you. Federal guidelines say that you cannot deduct for partial day absences, but the employer is permitted to charge the time off against any accrued PTO. Your state may differ, but only if it is more beneficial to the em…
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Greg, I would not deduct anything from what you are paying the independent contractor. First of all, you do not pay the contractor a paycheck. You give the contractor a remittance for the invoice that covers the work. I would notify the county in qu…
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Well that's Minnesota for ya'. Hopefully someone from Florida will chime in with what the regs are in your state. Are we the only state with a State Muffin?
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Hi Cindy. States regulate how frequently employees must be paid. For example, here in the Land of 10,000 Pay Frequency Options, you must pay employees wages due at least once every 31 days on a regular payday designated in advance. This, of course…
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I don't mandate it at all; the FLSA revisions do. However, I WOULD prefer it to be the way that you suggest, Don. For a quick reference, Don, check page E-22.4 in your BLR big red book. I think you mentioned one time that you have one. So do I and…
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As long as you have a written policy covering the misconduct and is applicable to all employees, you may suspend exempt EE's in full day increments. This allowance to the FLSA was effective last Aug.23, 2004.
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As long as you correct any mistakes on the next pay period, the DOL will not take issue with it.
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I would say "yes" to the gym, "yes" to the in-room movie, and "no" to the tickets. Reasonable, yes; you want to "stretch it a little", no. Have a couple drinks (staying away from the top shelf, of course)with dinner, yes.; go out and buy a 12-pack, …
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Right on, Linda.
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Nae, You make some excellent points. I will now take my lashings for being somewhat cavalier in my comparisons. I certainly don't minimize the daily struggles such as yours that many people endure everyday. I, myself, quit smoking 27 years ago. It …
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Nae, I, like your husband, was addicted to cigarettes and I, like him, chose to not be. An alcoholic can choose not to drink anymore. A gambler can choose not to gamble. An overeater can choose to lose weight.Are these things easy to quit doing? Hel…
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Some states have laws that dictate certain coverages that must be included, as in THIS state, obviously. But excluding hazardous hobbies is still OK here in the Land of 10,000 Legislators Fresh Out of the Farms and Bars.
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Ok, now I get it, Fun. Thanks. Your broker or administrator for your HDHP would be your link to the HSA. The other products you describe look to be what's called "supplemental insurance". This is offered through people like Colonial, AFLAC, etc. Ho…
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Don't know what you mean there, Fun. I've heard of defined contribution retirement plans, but not defined contribution insurance plans.
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Call it "cost shifting", "cost sharing", or "cost dumping". What it is, actually, is a choice of two insurance plans which the company can afford and the employees can fit to their needs and to the best of their affordability. "Consumer driven" rea…
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Lots of good points raised here. The successful HSA, high deductible plan will still have all preventive services covered at 100% with no deductible or copay. This encourages wellness and catching "things" before the progress to major illnesses. A w…
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We went with the HSA plan this year and got about 60% of enrollees to sign up for it. The other 40% of the enrollees opted for the more expensive, low deductble plan with copays. I had researched this HSA thing ever since it came out in 2004. I've …