Pork
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Watson: It reads to me as if your organization has a management issue rather than a time clock and pay issue. As exempt ees, they must turn out the work required or be disciplined for failure to produce. Your company has every right to charge the…
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PROBABLY NOT, but then what does it matter except on thoses weeks where she may be required to work more than 40 hours. If the ee never goes over 20 hours she could be paid $105.00 a week and EXEMPT/NONEXEMPT still would not matter. There has got …
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Disregard the "Hamburgers" (BEEF) and provide pork, we like that even better!
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Make sure you check the FLSA for time to get to the training site and miles traveled if they use personal transportation to get the required training. You probably have an expense here for both the exempt & non-exempt employees. There is nothi…
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Contact your friendly regional DOL office and ask them to provide you with a free copy of Regulations Part:541 DEFINING THE TERMS EXECUTIVE, ADMINISTRATIVE, PROFESSIONAL AND OUTSIDE SALES, bulletin. I have had a copy of this document and it is much…
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Jeffery: We are a farming operation who has not had a cost of living increase in 10 years. Why, because we pay for performance and we pay bonuses based on production numbers. While the company has on "paper" lost money because of the accounting op…
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CONTESTING FINDINGS PROBABLY SHOULD BEST BE HANDLED BY YOUR CORPORATE ATTORNEY, UNLESS YOU ARE WELL SEASONED AND FILL UP TO THE PROJECT. I CONTEST WHEN I KNOW THE LAW AS WELL AS THE DOL AUDITOR. GO FOR IT, YOU'LL WIN SOME AND YOU'LL LOSE SOME, BUT…
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I'm with bsa. Hire two part time employees and save the headache it is easier to handle two ees verses all the calculation! Better yet transfer the funtion to one department and now you have one full time employee with some overtime and full benef…
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PJJ: It reads to me like you have unfortunately gotten caught up in a year-end or month end account closeout situation. It usually doesn't have anything to do with legal or not it is an accounting night mare to deal with cutting a check during the…
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I for one would suggest you get away from bonuses calculated against anything other than performance. Likewise, get away from a planned %! For End of the year (Christmas) we got an amount of money designated by the owners. Last year owners said e…
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IF THE MANAGING PARTNER SAID "NO" THEN I SUGGEST YOU LEAVE IT ALONE. THESE TWO PARTNERS SHOULD WORK OUT THEIR ISSUES AND LET YOU KNOW HOW THEY WANT PAYROLLED HANDLED. Now, if the managing partner says yes, then you need to research state laws and …
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Rocky: You are most welcome, 28 years of HR does produce some good things, that work! Pork
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Scantey: Done. Pork
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Imccoy: My experience of 28 years in HR has led me and my HR department team members to get away from being the company POLICE oR OVERWATCH over the time clock systems! I have done this by use of the law: which says, if the employee is allowed to…
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It reads to me as if you need to revisit your EXEMPT classifications. If truly EXEMPT, there is no regulation that dictates the amount of time between meetings, training, shifts, etc to be worked. We EXEMPTS work at the call and will of the compan…
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Theresa, Some of us are exempt from the FLSA as a virtue of being a farming operation. WE are not required by federal nor state law to pay overtime. We, however, have to be competitive with other employing operations in the area we,therefore, pay…
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Paying time contained on a company time card is an HR function, if the HR controls the payroll function. I make sure every manager knows what the rules are and we pay according to the time cards turned into us for record keeping. The actual use of…
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sonny, the question is, however, did you work or did anyone work during the paid lunch hour? Those that work during the lunch hour have to be paid, including the receptionist/telephone operator who eats her lunch at her work station and is expected…
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Simple, stop keeping time on EXEMPT employees. Keeping time on EXEMPT employees sets the company up for potential O/T payment and fines. The EXEMPT EMPLOYEE IS A 25/8 DAY A WEEK EMPLOYEE SERVING AT THE WILL OF THE PRIVATE COMPANY!!! We have a gro…
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Hrintexas: I agree with Tersa, but I would go a little further to insure no intent to do wrong to the ee's pay and to further document that your company follows the law. Pay to the nearest quarter hour by rounding not just for an HOUR WORKED! Hop…
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Cindy Hanna: Be careful here, it sounds like you may not have all the answers to the issue. Remember that we must pay all exempt employees all of the agreed to salary for each week worked or paid by some other benefit program. In the federal guid…
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Mark M you may already be in the need to get this issue clarified very quickly. Based on what you provided in your posting, it appears one company with two positions and one employee within the same work week for the same company is or maybe shorti…
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It may not be necessary but it is a good idea. Therefore, once on the clock the individual is subject to W/C benefits and limitations in liability as it pertains to the world of work. it is the right thing to do! We have 11 remote sites and we ac…
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Somewhere in my life in this HR world I was taught that required meal/rest breaks must be set up for any 6 hour period of work. Thus, you can set up one required meal/rest break at 6 hours and you stop to go home to rest/meal break for the 2nd six …
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UP-DATE: Our logic was not good enough! OOPs back up and do it all over. The checks are made out to the "deceased employee" in his name and with the computations of the taxes owed and paid to the W-2 and State tax accounts of the deceased employe…
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Thanks folks: here is what we did; attempted to contact my friendly and usually reliable local office, but due to staffing and budget restraints we now get a voice message machine; the person who used to be in the office helping people has now been …
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Peyton, thanks, there are two daughters, do I "by law" make the check out to him and let them worry about getting it cashed, or do I get their names and write the check to each 50/50? How do we report this to IRS for w-2 purposes, if we write the c…
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Hrmanager: What I am saying is "There is no official tracking of an exempt's time worked"! We acknowledge that the exempt employees work all sorts of hours over 40 hours a week. I call it "25 hours a day and 8 days a week". What we do is acknowl…
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Dandy Don, now I am so confused. EXEMPT employees get paid for any number of hours worked regardless of the hours worked. However, you know as well as I that all EXEMPT employees keep book on the number of hours worked over 40. This "keeping book…
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In the private sector Comp time can only be applied to EXEMPT CLASSIFIED EMPLOYEES. Make sure your employees are properly classified as exempt or non-exempt from FLSA. You can sometimes also provide adjusted time off for non-exempt employees withi…