Margaret Morford
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Can you redesignate when your payroll week starts to eliminate the OT hours in the second week? That may solve your problem. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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Also as you're looking back, remember jobs change over time as well as how the DOL classifies them. Before you decide you owe OT two years back, remember the job responsibilities may have changed recently to make the job non-exempt rather than exem…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-18-02 AT 11:31PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 06-18-02 AT 11:30 PM (CST)[/font] Let me offer a more practical reason to allow the employee to use it for a sick child. …
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If you do not require their attendance at these functions, you don't have to pay them. If you require their attendance, you are a private employer and the employee is non-exempt, you cannot give them time off in lieu of pay unless you do it in the …
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The only way I've been able to convince Wage and Hour that an Executive Administrator is exempt is if that individual reported to the CEO and/or Chairman of the Board and had lots of authority to do projects on his/her behalf. If the AA is only typ…
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James is right that you don't have to pay mileage, but what an employee relations nightmare if you don't. However, you are required to compensate them for the travel time if they are non-exempt. Margaret Morford theHRedge 615-371-8200 [email]mmorf…
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Or unless your state has a law that requires payment of overtime after 8 hours (California has one I believe). Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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Why don't you pay them a flat dollar amount bonus when they work weekends and not keep track of those hours? Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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Holidays are a benefit that companies offer employees, so companies can decide which holidays to honor or to honor no holidays at all. Assumning there is nothing unusual in your state laws, you can pick and choose which holidys to observe. You onl…
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I would also suggest that you get an outside expert to look at your compensation plans do an entire wage study. This will tell you if you have equity problems and if you are competitive within the marketplace. When this is done, the outside expert…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-30-02 AT 09:59PM (CST)[/font][p]I thought I'd add this to the excellent advice you got from Hatchetman above. You may want to establish wage ranges for these two jobs and make it your policy to pay w…
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Mari, You're correct. If the employee is exempt, he/she is not eligible for comp time or overtime. Some companies have a comp time policy for exempt employees as a benefit, but I wouldn't recommend it. They have always come to regret creating it.…
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I have a consultant that I can recommend that does excellent work and is a Certified Compensation Consultant. He had several years working for Hay prior to opening his own firm. Call me at 615-371-8200 and I'll tell you about him. Margaret Morfor…
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I suspect that she's worried about whether the company would be responsible for a car accident if the employee were to have one between plants. Your insurance carrier and/WC laws would govern. Margaret Morford theHRedge 615-371-8200 [email]mmorfo…
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You definitely need some legal advice. With that said, I think the statute you're citing is addressing the longest payroll cycle you can have as an employer. Essentially, you must pay your employees once per month. I believe that if your payroll …
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Also, you don't want to become part of a scheme to defraud the court in a divorce case. The person above is right. Tell him to open an account. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredg…
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Exempt employees do not get to come and go as they please. I would tell this person that regular office hours are 8 - 5, that all the other employees work those hours and you expect him/her to keep regular office hours like everyone else. You can …
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We had a form that was turned into Payroll for non-exempt workers that listed the higher class job rate and how many hours they spent "working out of classification." It had to be signed by the supervisor for which the work was done. Payroll would…
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Non-exempt employees are paid for the hours they work. If they work past 40 hours in a week's time, you must pay them overtime. You cannot dock their pay in the sense that if they work the hours, you must pay them for those hours. However, if the…
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Trish, Don't confuse the way you pay people (salaried vs. hourly) with their wage and hour classification (exempt vs. non-exempt). Many companies use a payment category of salaried non-exempt in order to pay high level non-exempt employees the same…
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Christine, I have many manufactuiring clients who use the exact system that you are describing. Salaried non-exempt is usually used for the people working in others areas of the company besides manufacturing (Sometimes called "the office") There i…
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Do not not pay (I know it's a double negative, but it's for emphasis) exempts if they don't turn in their time sheets. You'll buy yourself a Wage and Hour problem for sure! Have a written policy that says time sheets are due X day during the pay c…
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To fix this in the future, you should add to your holiday policy, "In order to receive holiday pay, the employee must work his/her last scheduled workday prior to the holiday and his/her first scheduled workday after the holiday. "Margaret Morford …
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Theresa is right. Telling someone you are changing his/her classification is very tricky. If you will search the Forum there are several threads on how to manage this and minimize the chances of your employees going to Wage and Hour. It sounds as…
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If you require your inside sales people to be at the office at certain hours, furnish their telephones, work materials, desk, etc., they are non-exempt. All of them should be non-exempt. Nothing sends a red flag up to Wage and Hour faster than to …
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Lorie, I agree with you. I believe the home office ought to keep it. First, so that an HR person (who understands the regulations) has charge of the originals of all documents and can ensure that they are kept separated properly and under proper …
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You can pay a different rate for training than the actual job rate as long as you are paying at least minimum wage and can attract people to do the job at that rate. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url…
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I think that you need good disclaimer language in your handbook to insure that you do not create a contract of employment with any employee, probationary or not. However, I do believe that there is value in having an "introductory period" for all e…
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There are lots of laws about not taking adverse action against employees with garnishments. I would not rehire the guy based on the fact that he left with company property he was supposed to return upon termination. Margaret Morford theHRedge 615-…
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For the green circled, I would not wait until the review time to address.I would give them an substantial increase and tell them you are going to review them in another 6 months. Review them every 6 mos. until they are at the min. Tell theemployee …