Margaret Morford
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This is usually done in some form of stock option program so that the Directors that stay with you long term benefit from doing so. There are at least three different forms of this plan I can suggest. If you will call me at 615-371-8200 I will be …
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You are responsible for the 10 hours overtime. It's forty hours per work week. The employer gets to determine when the work week begins and ends. It doesn't matter how often you pay them for those hours. Margaret Morford theHRedge
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I agree with Paul and would add this one extra note. If your employees are salaried, never dock their pay for being late. Discipline them for being tardy. If they are non-exempt, you only have to pay them for what they work. If they are two hours …
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You are required to reasonably accomodate her request. The hitch is what is reasonable? Does your company have a policy that says overtime is mandatory? If not, it should. You should inform anyone hired that the job he/she is being considered for ma…
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While I do not have this information, I think Christy Reeder (What would we do without her!) compiled a state-by-state list. I'll call her an ask if she has it and if she will post it. Stay tuned for Christy to the rescue! Margaret Morford theHRe…
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Just to be sure check your state laws as well. DOL only speaks to federal laws. Many states prohibit mandatory direct deposit. Margaret Morford
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You can always reclassify a job at any time. Are you changing the classification because the job duties have changed or because the job was misclassified as salaried? I would be very careful about telling an employee that he/she was misclassified. I…
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I would tell them that Wage and Hour and the courts are always reinterupting whether a job is exempt or nonexempt, that you are constantly watching their guidelines and the court decisions and that you re-adjust people's job status accordingly. Rece…
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While this will not apply to your current situation because the employee has not been with you long enough to qualify for FMLA, intermittent FMLA leave is an exception that permits you to use partial day increments for exempt employees. (FYI) As a…
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Companies rarely do this as it effects the morale of every employee extremely negatively. Every one in the company views this as going backwards career wise. Could you consider giving no raises this year? Most companies will eliminate positions rath…
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It has to be a full-day increment. Otherwise, Wage and Hour says that you are treating them like non-exempts, the company loses the exemption and owes the exempt employee overtime for all hours worked over forty. You should only charge the sick/vaca…
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Many companies are getting away from company credit cards because of this. They will either pay the annual fee for the credit card of the employee's choice or they will work out a deal with a credit card company to issue a card to a list of employee…
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Be careful in keeping track of exempt employees time, that you are not allowing them to take paid time off, sick time, vacation, etc. in less than full day increments. Otherwise, you lose the "exempt" status for these employees and owe them time and…
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You might consider using the average of their last 6 to 12 months commissions as their rate of pay.
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I do think you need to get some legal advice, especially for your state. With that said, some companies are not charging smokers more, but are rebating back to employees, that do not smoke, a portion of what they paid in premiums. Essentially sm…
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I have one I'll be glad to send you. Just e-mail me if you still want it. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mleesmith.com[/email] [url]http://www.thehredge.net[/url]
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[font size="1" color="#FF0000"]LAST EDITED ON 09-04-03 AT 06:37PM (CST)[/font][p]Scott, Your CFO or a CPA should be able to locate this for you. They would have the FASB rulings or know how to research them. The ruling is about 10 years old. Thes…
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Scott, Most companies are discontinuing retiree medical benefits because of a ruling by the Fair Accounting Standards Board several years back that now requires organizations that offer this to account for it as a liability on their books. The lia…
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I have a form employees fill out requesting a personal leave of absence, which allows you to approve or disapprove the leave of absence. The form also explains their obligations during a personal leave of absence as well as creates a document where…
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I can't answer any of your questions except to say that every labor attorney I ever worked with said no matter how hard the union pushes, do not join any of the union programs. If there are problems with the plan, the employer always gets blamed ev…
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Check the regs, but most companies have a low maximum contribution limit (regardless of what is allowed by law) because the employees can draw against the annual elected limit if they have bills to recover the money even before the money is deducted…
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Denise, I have two policies I'll send you if you e-mail me. One is a straight tuition reimbursement policy and the other covers a company-sponsored MBA program. Whatever you decide to do, make sure you tie in continued employment for a period of …
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I'm back as the Forum heretic. (Aren't you sorry I have a few days off the road!) If you are thinking of enhancing benefits and have some money to do so, then survey the employees to see what would be the most effective way to spend that money. I…
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I'm going to second Terry's answer as well as add this. No matter what we fired someone for we always offered COBRA. You would spend more going to court arguing over what was "gross negligence" and what was not than you will giving him COBRA. If …
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[font size="1" color="#FF0000"]LAST EDITED ON 04-17-03 AT 12:27PM (CST)[/font][p]I'm a consultant (not the 20K kind!), but I'm certainly willing help. There are three reasons most companies don't offer this anymore. First, your insurance rates ar…
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You can issue them "Phantom Stock" if the concern is that the family doesn't want other people owning a piece of the company or having a shareholders vote in the company. You issue Phantom Stock like stock options on a certain day tied to the curre…
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Usually when there is a change in plans, the old plan gives you a grace period to cover on-going medical conditions of short duration. If there was no grace period negotiated, I think your ex-employee is stuck with the new plan. COBRA recipients h…
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Their rate goes up the same as everyone else. Just send them a letter telling them about the rate change and when it's effective. They pay the new rate plus the administrative per cent. Margaret Morford theHRedge 615-371-8200 [email]mmorford@mlee…
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What does your PTO policy and/or STD policy say? You might want to think about amending them to say that if the employee qualifies for STD, PTO may only be used for the 15 day waiting period. You should get some legal advice on this to make sure y…
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Spoden, I have never denied an employee COBRA because of gross misconduct and I have asked every lawyer I know whether they have ever had a client do it. They all say that it isn't worth the hassle. You'll wind up spending more in court defending…