LindaS
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Thanks for the response. How would an employee be able to provide information stating that they are "ineligible" for a checking or savings account?
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Ranger - I'm in WI, had the same thing with suspension of an exempt level supervisor (performance), suspended 3 1/2 days (the other 1/2 day was vac at his request). He filed UI, we won the case!!! So, in answer to your question, you should be fin…
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I agree with Don. You made payment to her based on the information you had at the time. I have had this happen before and have told the EE that they will get their OT on the next payroll. I do not have a manual check cut becuase it is not somethi…
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The breaks for our employees are paid and as such they are not permitted to leave the premises. They can go to their vehicles, etc. but cannot leave our property. All new employees are advised of this on their first day of work and if an employee …
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I agree with Don that you need to verify KS law before making a decision to enact such a policy but, in absence of any state law dictating otherwise, your policy would be legal. Here in WI we do not have any law dictating the payout of any vacation…
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If it is the employee's decision whether or not to use the personal time than the supervisor really doesn't have any say. A "no fault" attendance policy means that an employee can leave work for any reason or no reason at all as long as they unders…
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My understanding is that the "rounding" is okay as long as the EE is not penalized regarding their pay.
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FMLA allows you to "dock" an exempt employees pay for time not worked without jeopardizing their exempt status. Also keep in mind that the WIFMLA allows the EE to choose whether or not to use vacation or other paid time for FMLA so until WIFMLA exp…
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Whenever you are taking monies from an employee's check, the best advice is to get the employee's approval (signed) first. Best bet is to set up some type of payment plan, $XXX per check, for example. If he refuses, you always have small claims co…
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Nope. According to the FLSA, all hours worked in excess of 40 for a non-exempt employee MUST be paid. If you have this in their file, use your disciplinary policy to address it, don't mess with their pay.
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This is the way we are paid both exempt and non-exempt. We keep timecards to verify that any ee working more than 40 hours per week gets OT so I think we are good there.
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Don, in response to your post regarding penalizing the employee, how about the penalizing of the employer? Banks, at least in this area, charge between $15-$25 to stop payment on a check, not to mention the cost of having to have someone re-run the…
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We have 10 paid holidays each year and we are using the Thursday before as closed holidays for Christmas and New Year's Day (we are also closed Christmas Eve and new Year's Eve) so our employees get 2 four day weekends. If you choose to give them t…
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While I agree that you cannot withhold an entire paycheck from an employee, can you pay them based on their scheduled time and make any adjustments on the following payroll following that up with discipline? In a former company we had the same prob…
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Private sector employers are not permitted to all "comp time" in lieu of overtime payment. In addition, if the time was worked, your VP cannot refuse to pay the employee. If he/she does, it is a violation of the FLSA. If your employee is working …
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Another question... What if the employee, in the days prior to needing the time off, worked 12 hours per day? Would the employer still be able to deduct 3 full days pay? I know someone is probably going to remind me that an exempt employee is hir…
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Federal regulations regarding OT state that OT is to be paid to non-exempt employees for all hours worked over 40. Holiday hours do not HAVE to be counted as time worked for OT calculations, as far as the regs. are concerned.
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Maybe I'm missing something but it seems that if an employee wanted to schedule a vacation day, or days, that they didn't have available I would deny the request unless they informed me what day, or days, they wanted to cancel. At my former company…
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I have worked in unionized facilities and the contract for the company I previously worked for had the following guideline... In December employees were allowed to request vacation for the following year and the requests were approved, or denied, a…
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Agree with Don.
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Can't comment on RI law since I'm in WI but I wouldn't change an employee's time card, especially with regard to punch in time. This is something that should be handled from a disciplinary angle wherein a policy is put in place stating that employe…
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Thanks for the responses and that is what I thought as well. We paid her for the time and she received a written warning this morning (she will probably file a grievance as well, but...). After speaking with her supervisor it was made very clear t…
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Are the exempt employees actually docked pay for working less than 40 hours per week? If so, I would recommend that you perform some internet searches regarding judgements that have been placed against employers for engaging in this behavior. Prin…
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Did they actually work 8 hours or 9? If they actually worked 9 hours then you need to pay them for the time. If not, then you don't.
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In speaking with a DOL investigator regarding this scenario he advised that the practice of allowing an EE to punch in early is NOT a good idea. The reasoning is that it's quite possible that, at some time, you will have a disgruntled EE who may fi…
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When I did payroll and had this happen, I would usually look at the $$ amount of the check. If we are talking about only a few dollars, I would usually wait until the next payday but if I was looking at $20 or more, unless the error was due to the …
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Unless they can provide some medical related reason for not working the OT, I would go ahead and discipline them in accordance with your policy. Occasional working of OT is something 99.9% of jobs require and the fact that an employees doesn't want…
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It's the same advice I would have given her.
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2nd shift gets $.20 and 3rd sget $.30. We are in WI
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If there isn't any way for you to VERIFY that he wasn't at work (performance rates, etc.) and you have more than one employee who states that he wasn't at work, I would go ahead and give him the warning letter as well as not pay him for the time. T…