Pork
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I would think that if our company contracts with a personnel placement or people leasing company that you have the right and ability to contract your rate of pay based on anything allowing you to pay that person for regular time less than 40 hours a…
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cwilliams, It appears from your words that the two employees dropped their coverage approximately two years ago. You have now discovered that your company has collected two years of premiums while they had selected not to be covered. Then "is is a…
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You can also get for free a very handy reference booklet from your regional Department of Labor office it is: Regulation Part 541 Defining the terms-Executive, Administrative, Professional and Outside Sales which just happen to be the Exempt catago…
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Henry, Don is right on again! Don't forget to read your policy to address those that took leave or had sickness associated with the holiday. Labor day is also a great hunting day and begins a week of much fun for those of us that can arrange to b…
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My assistant is a college grad and was hired as the payroll clerk in accounting and making $9.50 per hour. Payroll was transfered back to its right home under me and I increased her to $10.00 per hour and in 6 months she had taken on a multitude of…
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I agree with Don, our training wage in "our world of work" is $6.00 per hour and $6.50 per hour depending on the location. It could be $5.15 per hour and we would be within the the Federal Guidelines. Problem is, I could not get any one to take a …
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It reads like you are going from an exempt position to a non-exempt position. Which means your pay is based on hours worked and not commission sales during a pay period. The non-exempt position has nothing to do with days, but it has everything to…
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And that in my opinion would be a violation of Federal and State law. Oh to be the attorney of the employee with a copy of the history of this violation. I recommend you stay away from your friends' company process; it is wrong! Pork
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Probably that is not what is happening! It is a violation of Federal law to do this regardless of the employee status. If a company allows someone to work for them 32 hours this week, then pay for that 32 hours must be provided no later than pay d…
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As stated before raises are not mandated by law; however, fair and consistent treatment of all employees (exempt and non-exempt) gets interwoven into the interpretation of law ane your company's execution of company policy within the law. I use the…
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payroll has been a funtion of HR like benefits and employee records including payroll is confidential and private. The payroll specialist is also the HR assistant. We do it all and keep it clean. Our Controller has some concern about me signing t…
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There is a risk if these salaried employees were incorrectly labeled as exempt professionals. You then might cause someone to call their local wage & hour fed office to clarify "can they do that; I liked the salary way of paying me". Additiona…
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Check your local wage and hour folks; it used to be that a temporay part-time employee could only be in a temporary status for 16 straight weeks, they then become automatically entitled to all rights and benfits of regular full-time employees. Any …
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Paying for time spent at the doctor's office is smart and it atest to your concern for the injured. Your contact with the doctor's office will keep you posted on arrival and departure times, as well as, the treatment/loss time/light duty requiremen…
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Another thought, assume the position is and was always exempt. There is reason not to establish the position as exempt and pay a salary and let the employee get the work done at home at work or within 32 hours or 60 hours. For get keeping the time…
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To me it is no guess! If you are keeping her hours and she is not being paid a salary, it is obvious that you are treating her like a non-exempt person. You have figured out what her per hour rate is and you are paying it. No brainer, until she…
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Get a copy of Fed Reg, Part 778, Interpretative Bulletin on Overtime Compensation. Begin reading page 5 at 778.100 at 778.103, 104, 104, 105, & 106 it appears you may find your case in their and she may have a point. It depends upon the physic…
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Your mandate would fly in the face of FMLA; if otherwise qualified, the employee has the absolute right to take care of loved ones for up to 12 weeks. Tell your seniors to express their concerns with their congressmen, we got it thanks to the disho…
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WB: May I recommend that you get a copy of Part 785 -Interpretative Bulletin on Hours Worked free from your friendly federal Wage & Hour folks. Sub Part C. Application of principles & 785.18 and 785.19 gives you the majic words to discuss…
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Don't believe that you want to make it mandatory; however, we have recently changed to DP. We allow all employees to pick up their weekly paychecks from the home office (sometimes the distance is as far away as 75 miles); each can choose to have th…
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Like "Dandy Don" stated you should check with GA Governmennt authority; In Mississippi: "Your account is not chargeable with benefits paid to any worker who left your employ without good cause, or who was discharged by you for misconduct connected w…
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jerkyguy, "Dandy Don" has beat me to your posting; however, it must be said that it all depends on where you are located. Dandy Don suggest a reasonable amount for central Mississippi. I on the other hand will tell you the top salary of $135,000 i…
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I believe you should check with your friendly wage and hour folks and your carrier. I believe they will confirm you should pay for visit/s. In our situation we pay 100% that includes time on the clock for doctor's visit and follow up treatment. W…
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I am not in WI, but it would seem that once you run the course of the 12 week FMLA or the total 84 days the situation now turns to your companies' determination of her fate based on your absentee policy. The ee has exhausted all Federal & Most …
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Like Don and James, I feel your situation "stinks". Either the ee has gotten word of the plan, or somebody in the planning cycle has let a situation with performance linger to long and he/she/they see "reorganization" as an easy way out. I would g…
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Hollyg: I think the first thing you need to do is consider whether or not the pain is an aggravation of a previously exsisting condition. Carpal Tunnel and Tendonitis could be a worker's compensation issue rather than an FMLA action. We had a case…
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The Fed puts the requirement for physician certification on the back of the employee, if required or demanded by the employer. Only caution here is, if you require it for one I would require it for all, unless like some have said the certification …
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Check your state law; I would bet a wooden nickel that California and possibly Florida would allow that you must under state law. Under Fed law I do not believe Same sex benefit is recognized and/or required, as yet.
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It is legal to review your attendance policy and with legal review write the employee a letter telling him that he is becoming an issue. The company has a right to expect the employees to be at work! When there is a medical condition involved you …
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While this is clearly an FMLA case there is also the Social Security Disability Issue with a predetermined employee certification of terminal illness, where there is "no reasonable expectation" of the individual returning to work. That an individua…