LindaS
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Agree with NaeNae - I would not recommend docking an employee's PTO and/or vacation bank for this amount of time missed. Not only are you potentially opening the company up to a wage and hour audit should there be a complaint but this creates a def…
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What are you "deducting" the hour from? A salaried exempt employee is to receive the same rate of pay no matter how many hours they work. With a few limited exceptions you cannot deduct from an exempt employees pay without jeopardizing their exemp…
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I would agree with the others with one exception and that is if you are covered under a CBA. If you are then you would have an issue with creating a precedent and, although it is a mistake, may have issues regarding future payments. If that is the…
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This is something that has been covered in previous posts but an overpayment on a payroll check is akin to an overage at the bank. If a mistake is made and the person received more money than they should have, they are responsible to pay it back. …
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Did you have the person sign any type of agreement when he received the advances? In my experience you cannot deduct from an employee's pay without having a signed authorization in hand. I would sit the employee down and discuss the situation with…
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You would need to check with your state requirements although there aren't any here in Wisconsin. The other thing to consider if you choose to let this person go without paying them out is that person would probably be eligible for unemployment - t…
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I agree with Sonny - we would pay him/her the two weeks.
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Are you unionized? If so then your collective bargaining agreement probably covers the minimum amount of time an employee must be paid for reporting to work. If not, and if there aren't any state guidelines regarding minimum amount of time (I can'…
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Has the employee presented you with the "Debtor's Answer" to the garnishment? If not, I would go ahead and continue with the garnishment until she does. Without it, you don't have any documented proof as to why you have stopped the garnishment and…
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I'm in Wisconsin but hoepfully will be able to provide some assistance... When an employer receives a garnishment notice, the employee should have received a copy of it as well. With the employee's paperwork is a form that they CAN complete that a…
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I agree with Popeye, you may not carry hours from one week to the next.
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When I was handling payroll I taxed any severance the same as any other salary.
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Rockie - in response to your question regarding, I have an answer... Several years ago I worked for a union facility and we were looking at goingto mandatory direct deposit. Many workers had a problem with this and we couldn't understand why so we…
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This has been an issue that has been addressed before but my understanding of the FLSA is that you cannot deduct from an exempt employee's pay but for a couple of circumstances - 1) use of FMLA time, 2) absences of a full day for "personal reasons".…
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I'm pretty sure the federal law states that the final paycheck must be provided as of the next payroll date. Although some states require that final paychecks be provided to the employee quicker (Utah's is 24 hours from the termination), Wisconsin …
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My thought is that the paychecks should have the correct information.
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I TOTALLY agree with Suzanne. Exempt employees are hired to do a job, regardless of the number of hours it takes them to complete it. I once worked for a company that took advantage of exempt employees, requiring them to work ALOT of overtime with…
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I have done payroll in a pervious life and if an employee did not turn in a timesheet, my first step was to contact the supervisor to find out the reason. If that doesn't get you the necessary paperwork I would inquire as to whether the supervisor …
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The law is clear that an employee (non-exempt) MUST be paid for every hour worked. Unless your supervisor is exempt, my advice is that you want to stop this type of thing immediately or face problems if you are ever audited. Good Luck!
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Is your payroll done in house or is it oursourced? If it is outsourced it can be more difficult to have a manual check run but if it is done in house, there should be no reason not to run the manual check. I used to process payroll for over 500 em…
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That is what I thought you would say but how far back should I go?
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Helena - I have been asked to prepare this type of statement for our employees and would greatly appreciate your faxing me your information. My fax number is 715-536-5590 attn: Linda. Thanks
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With a former employer, employees were instructed that they were not to punch in for work any earlier than 15 minutes prior to the start of their shift. We had many employees that would report for work 1-2 hours before the start of the shift but di…
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If you have knowledge that the dependent lives at a different address than the employee, you have a responsibility to send separate COBRA notification to that address. The address of the custodial parent or the child support office should be on the…
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Yes, we are self-insured although our TPA makes all the day-to-day decisions regarding coverage. The EE is of the mistaken belief that since she has worked here for the number of years she has that she is owed an exception to the policy and cannot …
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It is not OUR attorney that is claiming this is illegal, it is hers. I do not believe it is illegal and 100% of all the other insurance policies I have worked with have an exclusion of this type but was looking for verification. Thanks As a resul…
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We are in WI as well and have the prescription safety glass program. IF an employee wants to use the program, they can go to any local eye doctor who then orders the glasses through a specific company and we payroll deduct for the balance after we …
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29 CFR 825.215 paragraph 2 states, "Bonuses for perfect attendance and safety do not require performance by the employee but rather contemplate the absence of occurrences. To the extent that an employee who takes FMLA leave had met all the requirem…
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If you have a policy that deals strictly with attendance, you have to give someone out on FMLA the award as though they were at work. I believe the regulations even specify that Perfect Attendance awards are to be given to those individuals whose o…
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Yes. Offer him COBRA and once he is able to RTW he can be reinstated.