POPEYE
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>One legal opinion is that any cash gift or gift >certificate equivalent to cash does not fall >under what is known as the de minimis rule That opinion, legal or otherwise is correct. Check out Publication 525 of the IRS code under th…
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If you're trying to say what I think you're trying to say..... You say your going to have 9 paid holidays. If you have crews that work 8, and 12 hours, the 8 hour crew is getting screwed on actual hours paid. So, 9 x 8 = 72 hours so you would wan…
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Holidays are a company provided benefit and when and or how you pay would be dictated by company policy. We work 24-7 and if an EE is scheduled to work a holiday we're closed they get 12 hrs. holiday pay. If not scheduled, they get 8 hrs. To cove…
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Not totally determined yet but probably similiar to last year's 4-5%. If you ask our EEs that question they would answer, "Not enough"!!!!!!
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Just as you do with your "lack of work", we would allow the EE to choose but not require. What if you have EEs that have no time available?
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We do not. As long as there are no signs of abuse and the EE is completing all work and fulfilling the requirements of the job, I can't see us ever docking an exempt EE for taking some well deserved time off. As the question has been asked many ti…
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As has been so eloquently stated by the Ladies and Gentlemen in the previous posts, you are not dealing with FT vs PT "hours" but with a salaried position. If you start to dictate how many hours this EE should be paid for, you are opening up a can …
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I copied my post from my response to your same post in the Wage and Hour section: The first thing I would do is: Not allow the breaks to be bundled with lunch. The primary reason for additional paid breaks is to give the EE an opportunity to rel…
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The first thing I would do is: Not allow the breaks to be bundled with lunch. The primary reason for additional paid breaks is to give the EE an opportunity to relax from the normal working environment. You are paying them for this 30 minutes and …
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IF you have not, I would recommend administering your disciplinary action for those habitual forgetful employees and carry through with it. If you don't, you will continue to have to spend your and your supervisor's valuable time correcting time re…
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Your payroll staff will love you if you don't allow this!!!!!!
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I am not aware of any "legal" reason why this could not be done. I would certainly hope that the EEs would be given sufficient notice to make any necessary budgetary arrangements for the change of payday. I have known of several companies in the p…
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Because of business demands, we just moved from a 5 day 3 shift schedule to a 7 day 4 12 hr. shift schedule which rotates every week as follows: A (days) and B (nights) shifts will work Mon. and Tues., be off Wed and Thurs., work Fri. Sat. Sun., an…
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Yes, I am aware of it but have never had the priviledge to go. In seriousness to your post, we usually don't have a clue until the final year end numbers are completed in Jan. April is normally our month for awarding increases.
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Check back with me about January.
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Write a check, give cash or maybe a gift certificate. Seriously, you would need to have some type of criteria that was met. In the past we have given XX % if an EE is showing positive steps towards meeting goals at the 6th-7th month and then finis…
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Shadow is right on. I have worked with both scenarios. If you do not have one, I would suggest that you have a written policy outlining who, and with what criteria, are eligible for Holiday Pay. In talking to peer groups, the overwelming majority do…
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This is something that you should have in a handbook or policy/procedure manual for all to have/see. We require that an EE work or be paid for (vacation....) the day before and the day after the holiday in order to be eligible to be paid for the ho…
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Just get ready. No matter how "specific" you may get, Susie Jane and Billy Jim Bob will always be questioning you about why or how come!!!
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Then Nietra's suggestion was right on. Start the disciplinary action with specific steps. Be consistent and make sure what you do for one you do for all that "break" the rule.
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Maybe it's because I'm just up the road from M.Lee Co. but I've not experienced any delays.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-22-05 AT 12:33PM (CST)[/font][br][br]If my understanding is correct, and you can be sure we will be informed differently if I'm not correct, you do not have to count travel time if the EE is not physi…
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Yes and Maybe. Yes, all hours "worked" over 40 must be paid at the OT rate, and depending on how your EE traveled, the travel time may also need to be compensated at OT rate if over 40.
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Given your scenario, I would have a difficult time approving a retro aspect to this. Why does your company feel the need to set a service limit on how much time you will pay? We encourage all of our employees to fulfill their civic responsibility …
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Most of the time policies should begin at the announcement date or a specific date set following the announcement depending on what the policy is. Unless there is a "record keeping" aspect that would require you to retro back to the first of the ye…
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DITTO!
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>Now I'll have to figure out if >I have an overtime issue if his travel occurred >in addition to his normal working hours. Any >thoughts? If over 40 hrs. then yes there would be OT implications. I think everyone has assumed tha…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-14-04 AT 07:23AM (CST)[/font][br][br]Welcome to the forum Roman. Don D is right on. Now there is nothing wrong with giving an Exempt EE time off during the same week for working extra, but the law d…
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Heidi I'm not an expert by any stretch, but I will say IMOH you are about to tread where you do not want to tread. I'm in agreement with Marc that there would be definite OT implications in your scenario. If you would not pay OT, all it would take…
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Hey Don - U stands for August since A was used in April!!!!! Nope. Can't do that cause U will have to be used for June since J was used for January so I suppose that July will be L and August will have to be G. And don't forget that Y will be used …