LivindonSouth
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You have no choice that will allow you to avoid the overtime payment. As you already know, you can use the convoluted formula that allows you to pay half-time only for the hours over 40; but, you must pay overtime at one rate or the other. You can p…
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Larry: Are you suggesting that if an employer does not have a written policy or disciplinary policies, it is rendered impotent regarding the administration of discipline? Some employers don't have written handbooks or written policies and procedures…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-13-05 AT 07:51AM (CST)[/font][br][br]Well, yes, actually you can. Unless your state specifically requires otherwise, an employer typically takes (care) of the employee's errors of omission on the next…
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You may also find that a group of employers in your labor market area participate in an annual salary/benefits survey and provide the results free to participants. These are always better and more timely than the state DOL data which usually typical…
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Which of the several I mentioned specifically would be viewed in Mexifornia as a 'business loss'?
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I'm not sure I understand what you mean. Did the ee give the employer a check that bounced? In any event, although it may arguably be challenged when an employer dings an employee's paycheck for money the ee owes, I have never heard of the ee challe…
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The definition of part time varies among employers. You're at liberty to define yours. I think the numbers most typically used are 32 and 30. The State of Mississippi defines its own part time employees as those working less than 40. It sometimes ti…
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I agree. Stipends are like per diem, not actually reimbursement for expenses claimed, and they may have to be shown as wages on the W-2, but they are not considered hours worked under the FLSA.
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Although you can expect to hear from others about the meaning and 'privilege' of exempt, you are within your rights to establish core hours for your exempt employees, as a group, by occupation, or individually if you like. Deviation from that can be…
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I do our wage package and related survey each July for September 1 implementation. The typical range is 2.5 to 3.5. I can't anticipate the outcome but assume it will be about 3.25 this year. But, we do reviews every 90 days until somebody tops out, …
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My biggest concern would be for the man's health and the risk the company is taking bhy requiring this person do walk to and punch in or out for work. PoRk, since when is a company inviting liability by requiring someone to perform the functions of…
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If you do what you suggest you might, you have, in effect, granted him an accommodation. By extension, you may also have considered him to have a disability, I don't know that though. I am not inclined, based on what you posted, to suggest he should…
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Then the answer to your question of 'Can we' is totally dependent on your city policy. A final thought is that you might run it by your state attorney general for a legal opinion. There may be some sort of state prohibition regarding certain statuto…
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Totally aside from the FLSA, I would have serious concerns. Segregation of duties is essential where the prospect for corruption is great, as in your case. Three years ago, my county had a guy serving simultaneously in three county offices; County A…
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Why did you not fold your hands and say, "Yes ma'am. I'm sorry. You would rather I had said nothing and allowed the law to be broken, knowing that a DOL investigation would result in the company receiving a heavy fine. Am I to understand that you do…
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So, if I understand this correctly, the man wants to 'teach his son a work ethic' by showing the boy how his dad breaks federal law and state law. Interesting concept.
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I've known of many situations where the money, in such cases, was deducted from the final settlement. And I have never, ever known of a situation where the ex-ee actually challenged it, other than to bitch a little. We did it with regularity at the …
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I would not hesitate to deduct the amount from his check, regardless of state law or recommendation to the contrary. Deduct it, let him protest if he will, and deal with it.
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It's just as slow from home. If this question had been posed on the 'how to use the forum' venue, they would have jumped in. It's been discussed at least twice at length. It's sort of like when you buy a new vehicle and take it back with a complaint…
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I say if he is not actively employed on the date of his eligibility, he waives the opportunity to participate. If his eligibility date were the day prior to his activation, he would be covered. I don't get your reasoning about October 2.
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We have 200 locations and use Cedant Mobility Services. We also give the ee $2000 if the house sells within 60 days.
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What is a relocation vendor. Would that be a commercial moving company?
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Also be acutely aware of your state comp laws. Some states prohibit certain personnel actions when someone is out on comp. Unless your policy specifically says one must be an active ee to be enrolled, I would go ahead and enroll. Why not do that? …
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I have never been involved in or heard of a company donating money to the family of a retired deceased. The idea of taking up money or donating money when somebody dies has always been appalling to me. I wonder what that money goes toward. Flowers o…
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My experience has been that this may be the number one thing abused to the hilt by employees. I think the rules should be clear, the family ties concisely defined and limited, three days per event between the date of death and date of ceremony up to…
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The root cause of your problem is in the wording of your policy. 'First uncle' comes to mind as if HR is going into the geneology business and who would want to study a family tree? 'Having been raised under the same roof' is another one that opens …
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I would not issue a cc certificate. Or if I felt compelled to I would bold-cap a statement on it that the coverage was obtained fraudulently and the individual was not entitled to the coverage. Disclaimer: This message is not intended to offend…
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But the first thing you do is terminate coverage. The second is terminate employment.
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I agree with what SMace said, even the part about cost not mattering if you are dead. We are into our third year as a corporation offering the Consumer Choice Plan (PPO) in addition to the normal selections the ee can choose. The CCP has some glit…
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Some policies include verbage like "35 or more hours per week for 20 or more weeks during a calendar year". I've not ever seen employees like you describe having benefits. Disclaimer: This message is not intended to offend or attack. It is poste…