Rockie
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You will be setting a precedent...that goes without saying. Others will want to modify their schedules as well. Flex scheduling works best if you have a large number of employees where you can cover all hours that need to be covered. The differ…
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The medical practice I work for operated much the same way as you described. Employees were used to huge salary increases every year which superinflated their annual salaries compared with our market. When Medicare started cutting back on the reim…
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Just using common sense and logic, why would a company allow someone to go on leave without pay if they have personal time available to them? Ex. An employee is building up his personal time bank and taking days here and there without pay. Then h…
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Generally, if a company is at fault with a payroll, they are obligated to make it good and pay the employee. If an employee (not a supervisor) is late getting their time in or doesn't present a time card until after payroll is run, then the company…
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I'm with Hunter. I'd stay away from anything that had "contract" in it because you will end up forming one before you know it! Good idea to just add to their time sheet. If you want to pay the $5.00 and you are sure it is over and above what they…
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I have carried a beeper for many years and even carry it when I am off in case someone has an emergency. I have never been compensated "extra" for carrying a beeper. I just consider this part of the job.
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Legally, you cannot withhold the paycheck, but I would make sure to inform her that these charges are being turned into the credit card company as unauthorized and fraudulent and that legal action will be forthcoming to recoup the money.
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In a case like this, the employee often sees this as a "loss of status". Exempt employees often have more freedom of schedule and are not chained to punching a clock. A true exempt employee, more time than not, works over 40 hours in their workweek…
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If you have an hourly person, there is no problem with working two jobs for the same employer. You would definitely have to pay overtime to the non exempt individual if they worked over 40 hours in the workweek. As far as the exempt person work…
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I'll take a stab at this. It's not your job to "police" employees as to what they claim on a W-4. It's called providing false information to the IRS, which, I believe is still a felony in this country. You might advise the employee that they would…
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We went through this right before the end of the year. What we did instead of reducing salaried individual's pay per bi-weekly, we went to twice a month pay for salaried individuals - 1st and 15th of the month. The hourly folks remained the same -…
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Payment of wages is usually state specific, but I can virtually guarantee that if it is the fault of the employer that an employee did not get paid, then the employer should cut a manual check pronto. I would, in no way, shape or form, require the …
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We had this almost exact same situation in our Business Office. The group felt compelled to smoke "enmass". The elevators smelled horrible because they were too winded to walk up the stairs. We had to outlaw employees going outside for breaks. Th…
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We also use the KRONOS system. I understand there is the ability for each individual to "clock in" at their PC, but we just have individual timeclocks in each office that is linked up to our payroll coordinator. We also purchased the HRIS segmen…
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When hourly people resist having automated time clocks because they say the company doesn't "trust" them, there might be a good reason for this - they simply don't want their time scrutinized. At the very least, the efficiency is increased. We re…
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Even though "personal time" is not addressed, more than likely this would be considered the same as PTO and it would be the employee's option to use or not. This is a good question. If anyone finds out a concrete right answer, please post.
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There is no legal requirement to furnish paid leave of any type in lots of states. If there is no bereavement leave policy and there is vacation time available, then I would hope they could take the vacation days; otherwise, if there was no leave a…
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I agree with Don. This is the way that we handle vacation requests in our practice. It would be impossible for one person to keep up with scheduling vacations, changes, running out of PTO, etc. Each supervisor completes a request for leave, check…
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As long as the unpaid time off is in "week" increments, then you should be okay. Just can't "dock" day in increments of less than a week.
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The biggest change you could make is NOT to allow time off without pay if they have vacation days. We don't allow LWOP as long as there is time in the bank as this is the result of that practice.
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I believe if EEOC investigated this, they would definitely find that this person should be classified as a non-exempt employee. Restaurant "managers" who basically are nothing more than front line workers with a little more responsibility was one r…
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Generally, barring your state law, you can require an employee to take a lunch period and work his normal hours. We have had issues with employees working through lunch (eating at their desk, mind you...they will not miss a meal) and getting paid f…
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We are switching from ADP to KRONOS for both HR and payroll. It is expensive, but can do so much more and the reporting is much less tedious than ReportSmith with ADP.
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I agree. Having to go back and calculate time and issue it in another paycheck or an additional check because of someone's laziness or irresponsbility is a major hassle for payroll. Put the responsibility back on them. I'd start the disciplinary pr…
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We pro-rate our PTO time out. If we gave a 32 hour employee the same accrual rate as a 40 hour a week employee, we would catch all kinds of heck!
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An honorable person would most certainly contact you and say "hey, you guys are still paying me - what do I need to do?" We all know how rare "honor" is these days Most ex-employees, particularly if they left under less than desirable circumstance…
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In my humble opinion, this is not a good idea to mix exempt and non-exempt hours. Number One - you are not paying an exempt person by the hour, so this would not enter into the overtime equation. Two, you would be paying by the hour solely on the …
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The key to paying or not paying for attending a meeting is: Is it required (mandatory) by the employer? It does not appear that this would be mandatory. We have a once a year party where we announce achievements, longevity awards, etc. and we giv…
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The department heads could come back and ask why they are not paid by the hour while other traditionally exempt individuals are paid by the hour. If "all" of your employees were classified as non-exempt, you probably would not have a problem, but n…
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>We are now using ABRA and in another company we used KRONOS for time >reporting and I was pleased with it. Did I understand your note >correctly that KRONOS has bought ABRA. Does this include the >Bestsoftware company in its ent…