Rockie
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We do the same as Nae Nae. Executive management does not have a salary range; their salaries are driven by the market and their performance. Increases are approved by the Board. We have had instances of employees being granted increases that pu…
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There is no legal obligation for HR to furnish check stubs for employees multiple times. If an HR department wants to do this as a "service", and they have the time, that is there perogative. We can pull up totals by pay period for employees, but …
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What we generally do is when a person reaches the top of the scale, we pay out the percentage that would normally be added to their base salary in a lump sum. This gives them some incentive, but does not add to their base salary. This has worked w…
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Lisa: The only time we allow PTO to be donated is when there is a catastrophic situation...we have had open heart surgery, kidney transplant and a terminal cancer situation. We do not allow people to donate PTO to those who have simply "mismanaged…
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When an employee accepts a position with us we send them them a letter of hire, along with a new hire packet. We ask them to complete the new hire packet as much as they can and then make an appointment with the HR Assistant to go over their paperw…
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We just allow our exempt employees to flex their schedule when they need some time off if they have worked a grueling week or two. We also do not charge exempt employees PTO if they work any part of a work day. If they come in and work part of a d…
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Yes, this is all taxable income. Only thing not taxed is unreimbursed expenses. We have done this several ways. We have let the employee pay out his expenses and reimbursed him upon presentation of receipts, etc. We have also given a flat dol…
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This "very productive, committed" employee might be the first one to file a DOL complaint if she ends up getting disgruntled about anything. All she would have to do is present a diary of how many hours she worked and didn't get paid and you would …
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Hi Cheryl! As a general rule, exempt employees must be paid for an entire week if they work any part of the week. The only exception to this is the first and last week of employment. It appears your employee knows a bit about the law since this…
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This is very excessive for raises and I'm not surprised that you have run into salary compression. Our salary increase for the past 2 years has been 3% and probably will be that again next year if things keep going the way they are. Of course, emp…
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There are state specific rules on this as well as FLSA. In South Carolina, you cannot garnish wages unless it is for child support or tax lien. We do have employees who are issued equipment (cell phones, laptops, etc.) that they agree they will …
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You are correct that there are some states that require you to pay accrued vacation as it is considered something that was earned. If your state is not one of these and you have a policy such as what you have described in place, then you are okay…
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We generally don't allow individuals to go into the negative unless there is an extreme emergency. Mismanaging PTO is not an emergency. If someone does go into the negative, our policy is for them to bring themselves back into the positive before …
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Breaks are generally considered paid time and lunch breaks are unpaid. I would not "lump" them together. Either give the employees an hour for lunch or continue with the 1/2 hour for lunch and break in the AM and one in the PM. In South Caro…
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I'd agree with Gene about buying a recognized package. We went from ADP to an integrated KRONOS system utilizing their HR package and their timekeeper package. Be very cautious that you have the proper IT support when you go to upload information f…
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I agree with Don. If it's the employee's error (not turning in hours, etc.), they have to wait until the next payday to get paid. Usually, they only do this once and then their memory suddenly improves. If it's the company's error, I'd say, pay…
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We don't allow employees to leave the facility during break time. If they have to leave the facility for any reason, they clock out and it's their own time. We have more of a problem with employees "sneaking" out of the building without clocking…
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Piper: If a company allows an employee to work through lunch and performing any company work,they must be paid for that time. Generally what the law states is for a lunch period to be considered unpaid time it must be in duration of at least 30 mi…
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We don't dock leave banks for partial day absences for salaried individuals. They don't get overtime for hours worked over 40 and since our salaried people work over 40 hours in a week, we don't feel it's the right thing to do to dock them an hour …
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Don is absolutely correct. I guarantee you that most people will not go 10 hours without eating! Some areas in our medical practice work four 10's when the staffing is complete; otherwise, when staffing is low, they understand they have to go back …
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I tend to agree with ritaanz. Even though our medical practice is open five days a week, we often let certain staff work four 10s. After about a 10 hour day, productivity takes a nose dive. Hospitals are famous for working 12 hour shifts, but the…
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We pay for this service for a few of our people who need to be able to respond remotely. These are salaried people. We would never allow an hourly person to do this because of the FLSA issues that could arise. We learned our lesson on this. An …
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Crash - We went with KRONOS last year when we brought payroll in-house. We were with ADP, but got tired of paying for all the "add ons". Anytime you change systems, there is a period of adjustment. We like KRONOS because they also have an HRIS s…
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Yep, Don. This is our procedure. We tried letting supervisors handle the paperwork for remote employees, but they couldn't seem to grasp how to use a fax machine or the courier to send us the necessary paperwork. After much frustration and cussing…
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I have always found HR Assistants to be hourly employees. Mine is. I am mentoring her to take on more and more duties, but she does most of the day to day clerical stuff (inputting data into the HRIS system, filing, processing paperwork and new em…
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Linda: I assume you are providing a company vehicle for the one employee because of the job they are performing. Because you closed the other office, both of them commute to the other office which has become their "home base". The IRS will not all…
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Did she have a doctors' excuse to return to work? If she did not, I'd advise her not to return until she could come back and perform the duties of her position. She is DEFINITELY working the system. If she can't come back at full steam...she shoul…
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You would be liable for overtime. Many employers try to do this under the guise (probably well intended) to give employees money. But...there's no way you can work these folks more than 8 hours a day and not be liable for overtime. It's never a g…
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An employee can't "sign away" legal rights. Today's benevolent employee can easily turn into tomorrow's Wage and Hour nightmare!
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Beagle and Others: I checked with our employment attorney (who is also a reservist) and he stated that indeed, you can serve on an intermittent basis. He stated as long as there are official orders issued from a CO, then this must be honored. The…