NeedCoffee
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Yes.
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I think I beat you all on the worst-time-off plan. 3 paid holidays 0-1 Yrs of service - no time off 1-4 Yrs of service - 8 days off 5-9 Yrs of service - 12 days off 10+ Yrs of service - 15 days off And no, none of it rolls over from year to year. …
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Its also for private employers with an average of 100+ employees each year. There are more specifics on this, i.e. what to do if your company has 3 locations totalling 100, etc., so I recommend looking at the EEO-1 instruction site [url]http://www.…
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This is the one from the EEOC: [url]http://www.eeoc.gov/eeo1/eeo1_2007_d.pdf[/url]
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We use ADP and I love them! Quite thorough, and you can cherry-pick what you want on your screen.
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Please??? Anyone???
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Hello and welcome to the Forum!!! It is quite difficult to juggle 5 handbooks - while I don't have a great and easy solution, what has worked best for me is to make one notebook with everything that is similar, and in the categories where informati…
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We do the exact same thing as gingerflwrs. I hate it though, because former employers are now so timid to release any information that is actually useful to the hiring employer. The legal issues surrounding references have now tied HR's hands be…
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I agree with the prior posts that you need to sit them down. Do you have anything in your policies about informal "counseling" sessions? Perhaps a verbal warning? We have a clause in our absence policy for "habitual offenders" who are frequentl…
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If it's not too much trouble, please send at your convenience to [email]shulsey@howdyhonda.com[/email] Thanks!
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No help here - we use a hand scanning system. Good luck and keep us posted!
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I don't see why not - we recently had an EE ask to have his salary reduced so that his AGI was under a certain level for retirement contribution tax credits. We gladly obliged, but put EVERYTHING in writing, including the EE's request. Just make…
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Frank, I don't know if this helps, but it's a similar situation. We employ salespeople that fall under a special DOL exemption from overtime. However, they are NOT exempt from the min. wage requirement. I asked why we are not keeping timesheets o…
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What Joannie and Dutch said. Seriously. It's your best bet in this situation.
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Since the training is mandatory, it has failed one of the 4 tests, and thus, you must pay them for this time. Is that what you are asking?
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Nope. They can go during their regularly scheduled breaks or after work.
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I've never heard of this before, but I guess it could be a GA state law. The only thing I can think of is a situation where the EEs final pay was reduced by the amount of damage he caused, but they still ensured he got paid minimum wage. If he nev…
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As far as I know, unless state law says something different, each company can decide what constitutes full time and part time employment. As far as benefits are concerned, check your plan docs which will state what qualifies an employee for full/pa…
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Hmmm. My understanding from the DOL is that travel time spent in a plane, bus, train etc. is non-compensable when outside the home community. Since they are flying, I think this applies: [url]http://www.dol.gov/esa/regs/compliance/whd/whdfs22.pdf…
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I believe this falls under the "engaged to wait" section of the FLSA, which would make it compensable. If you send them home, no, if you keep them there, yes.
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Yes. FLSA allows deductions of one or more full days for exempt absence due to personal reasons other than sickness or disability.
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If an exempt EE works any part of their regularly scheduled workweek, you are required under FLSA to pay their full pay for that week - you cannot dock their pay unless the absence is FMLA related. Unless you have some policy stating that vacation …
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Actually, I believe the company is entitled to recoup the money - there was a thread on this sometime in the last 6 months on the forum - do a search for "wage overpayment." Good luck!
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We just had a grand opening, but the only personnel required to be there were all exempt, making it MUCH easier! However, I did ask one hourly EE to attend in order to help out with small things, and she was paid for her time there. I think that i…
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I don't have a bonus process to share, because it would be too difficult to put in writing! If employees are bonus-eligible, they have a bonus based on some incentive that (a) they have direct control and influence over and (b) can be measured, qua…
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Yes, I would prorate it. In order to avoid this type of situation, we give out a bonus only after a full year of service. However, this sometimes results in someone who starts employment in February having to wait 1 yr 11 months for a bonus. So, …
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Not sure on this one. I know for us, since we require certain training, we pay for that training. In this case, it seems a grant requires the training - i'm not sure how far this falls into the employers' responsibility. Sorry I couldn't help!
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Do they fit one of the following tests? (from the DOL) "Executive Exemption To qualify for the executive employee exemption, all of the following tests must be met: The employee must be compensated on a salary basis (as defined in the regulation…
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ditto. Texas doesn't require you give them breaks whatsoever! I would check and see if your state's DOL has a Q&A page or FAQ page. Sorry I can't be of more help!
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Makes you wish they'd just blow up all the rule/law books and start over fresh!