Nat
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HRQ is right. An exempt employee can be docked for a partial day for FMLA purposes without jeopardizing his/her exempt status. Has this person used up their FMLA or are they requalifying each year? Itermittent FMLA may be the way to go. Our polic…
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At my former employer, if over $10 and our fault we would either do a separate check right then or pay out of petty cash (up to $25). If we paid out of petty cash, we always made the adjustment in the next check so that taxes could be calculated. …
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I also worked at a bank and it was a requirement that your paycheck go into an account at the bank. If you didn't have one, one was opened for you. Our paychecks were deposited into that account. We could take it all out if we wanted to and put i…
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We only allow employees to use earned sick time if they are sick or have to take an immediate family member for a doctor's visit. We NEVER let employees use sick time instead of vacation. I would deny this request.
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As you know, being exempt means that we are paid to do a job and not for the number of hours we work. If this is a one time deal, I would say this would fall under part of the job, maybe "other duties as necessary" on the job description, even thou…
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You need to pay them if you are requiring them to attend even if you're providing lunch and if it causes them to fall into overtime, you must pay that also unless you want to allow them time off another time during the day. In North Carolina, emplo…
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That's my understanding as well.
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Stehpanie, we have a similar problem where I work that I have to address constantly. I constantly remind the people that they need to take their lunch with uninterupted time. A couple of suggestions that might help: 1. Let her leave early on the…
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Ditto to Linda's response.
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I am also in a health care setting that uses the 8/80 rule on some but not all positions. We recently changed an employee from the 8/80 to the 40 hour work week. It is my understanding from my attorney that you can do this as long as there is agre…
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We also charge employee for stop payment. If they don't want to pay upfront, then they sign an authorization form and it's deducted the next pay period. Don't know what would be illegal about that. Check with our local Wage and Hour to be sure.
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I agree with Vickilw. We had the same policy at my last employer. It worked great. You do have to pay the employee and they do get paid, but on the next check if it is THEIR fault. I have not been allowed to implement such a policy at my current…
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At past employer, we had hourly employees who were on-call. As long as they don't have to sit by the telephone and are free to go about their normal lives you don't have to compensate them for just being on-call. We paid our guys 1 hour travel tim…
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Will the retiree be doing the same work or be in a consultant type role? There are certain guidelines that you must follow when classifying someone as an independent contractor. You must consider the following: * The extent of control exercised…
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It is my understanding that any "wages for worked hours" must be used in the calculation of overtime pay. You are able to eliminate hours paid for non-worked hours such as vacation, sick, or holiday (if they don't work on the holiday) or PTO if you…
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I have never seen something like that included in a persons paycheck but I have done them separately on a semi-annual basis. My husband gets one every quarter from his employer. In the one I did, I included a brief summary of the benefit and what …
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I assume when you say salaried that they are exempt. Technically, if this position is exempt, they are being paid to do a job and not paid based on the number of hours or days worked; however, the law does allow employers to have vacation and sick …
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Business and Legal Reports indicated during a sales call to me yesterday that they are ready to send out a new salary survey. You might give them a call at 1-800-727-5257. We also do salary surveys to like companies in our industry so that we are …
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We don't have a match but we put in an amount equal to 6% of the employee's bi-weekly salary whether they do their own contribution or not. Believe it or not we have people that we have to beg to join.
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I have a friend whose company does benefit statements. If you would like to give me your company phone number or e-mail and contact name, I would be glad to have her contact you. They do statements for companies all over the US. If you don't want…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-04-04 AT 12:57PM (CST)[/font][br][br]I think there are plans out there that designate different premiums for different numbers of children (i.e. employee+1 child = some number employee+…
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I had AFLAC Ins. at a previous employer. They offer very good products. A word of caution though: sometimes they try to sell insurance to employees that they don't necessarily need. Example: Accidental Ins. We had employees buying this when acc…
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You might try word of mouth. Ask around to some other HR people who work with brokers. They will tell you whether they have been happy or not and maybe even if they can meet your needs. That's what I did when I came to this job and we have a brok…
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I agree. We just went through this with some of our employees on our plan. Excessive increase in premiums is considered a qualifying event so the employee should not have to wait until open enrollment.
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We have been exploring HRA's due to the fact that we have a hard time getting insurance companies to underwrite us because of our industry (long-term care). Our broker presented to us this past year. I like the theory behind it but one reason we d…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-29-03 AT 08:58AM (CST)[/font][p]Our broker is paid through commissions from the insurance companies. I don't have a problem with this. I do think you have to keep them in check and do some homework …
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I have to come up with the rewards for perfect attendance for our employees. In addition to having their name on a banner to reflect perfect attendance, I am alloted $100 per month for an award. (We're non-profit with most of our funding coming fr…
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I think that you have to decide what your company can afford to do regarding converting to PTO. At my previous job, we converted and used hours for hours for vacation. We required that employees "bank" any accrued sick time and then begin accruing…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-26-03 AT 02:58PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 08-26-03 AT 02:55 PM (CST)[/font] If the company is not offering health insurance, I don't think they can offer COBRA bec…
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If you have a good broker, he/she will know what to look for in an LTD. My suggestion is to look at employer paid only, if your co. can afford it. Usually with employer paid the group is exempt from health questions and can't be denied coverage. L…