NCBANKER
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I agree with Denise. Your policy should specifically say that overtime is required, and if they refuse to work it, they should be reprimanded. However, as a matter of employee relations, I would give as much notice as possible when it will be requ…
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In most states, a non-exempt ee must be paid overtime for any hours worked in a week over 40 hours, period. I'll give you a couple of examples of the problems you could run into, if his employment with you ever reaches a "nasty" stage. First, if t…
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I don't know if every company can afford to do this, but our practice is this: If the office is open, and they cannot get to work because of bad weather (ie. ice storms or snow), we do not pay them. If they are scheduled to work and we cannot prov…
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I'll answer your question with an example: Many, many years ago I was the District Manager of a large retail clothing store, that had many divisions. Because we offered such a liberal clothing discount, and all of our divisions had very different…
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Sonny is dead on. By law, it's the employers responsiblity that time is recorded and ee's are paid in a timely manner. You'll be setting yourself up, because obviously, all of the managers and supervisors know that they did work. However, as Sonny…
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Stick to your guns, this "horseplay" could have caused a major accident that could have brought serious injury or death to one of your on-the-job employees or even worse, another driver outside the company. Think about the legal aspects of laws: …
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I fail to see this as a major issue. Go invest in a wall punch-card time keeper. The over-payment of hours not worked will probably pay for itself in one pay period. Have them transfer the hours on the punch card to your payroll time sheet, and s…
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You can't not pay them for an entire week (there was another threat where someone asked if you could withhold their entire paycheck for a week), however, you can hold the hours until the next pay period, and it's perfectly legal. You do not have to…
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I respectfully disagree with one of the comments made earlier. As a matter of law, no, you do not have to keep time records on exempt employees. The work ethic of your ee's will dictate if keeping a record is necessary. If you do find it necessar…
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I have always, always disagreed with checking someone's credit as a condition of employment unless they are directly handling cash. I do not think that it speaks of a person's character. I personally, think it should be illegal. Anyone, regardless…
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I agree with Rockie. Direct Deposit requires your ee to maintain a checking account. You cannot require having a checking account as terms of employment. I would never admit this to an ee, but I can understand why your "old timer" doesn't want to…
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Easy, remind him of the company policy and give him a verbal warning. He is creating a work environment that will foster spite, resentment, and jealousy, and make your reviews difficult.
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Yes, it does make me feel better. I usually work well under stress, but I absolutely flipped at that moment. It was the most unprofessional moment of my life. I'm going to try to hire her back as soon as I can, but what has compounded the problem …
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Many years ago I used to work for a company that did background investigations and this is what I can offer you for advice. First, ask if your BIC is using original court or online searches; original court are VASTLY more accurate than online search…
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I agree with HR IN CA. If an employee quits, he or she is ALMOST NEVER eligible for unemployment benefits. If he or she is terminated, it always applies. It is a MYTH that if you are fired from a job that you cannot get unemployement, but many em…