Rockie
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We are in the process of putting in the KRONOS system for HRIS and Payroll. They just recently got into the HRIS business (bought ABRA and Best). I have been most impleased with their professionalism and expertise and their implementation team. Wh…
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I do it the same way Sandra D!
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Zanne: The DOL speaker was mistaken. FMLA is one of the few times you can track a salaried person's time and dock by the hour, if necessary. This is how intermittent FMLA is tracked. It does not have to be a full day.
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Since coverage for five days does not seem to be an issue, why is the client asking for five 8's? I always take the position, before you give employees something, examine the repercussions of what will happen if you have to take it away. People ge…
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I don't think there is any legal restriction on this, but be prepared that it will more than likely complicate your life. What happens when the plant employee works his/her 10 hour shift and for some reason only gets 30 hours in a given week? Are…
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No, this type of bonus will not have to be included in overtime as it is considered "discretionary". We also will be going to this type system next week. We are planning a cost of living at one point during the year and the bonus will be awarded a…
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When I worked for a financial institution, they went from having an outside company doing payroll to doing it inhouse. It was a requirement to have direct deposit. If you refused to open an account, one was opened for you at the bank and that is h…
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I see more and more of these type questions from salaried employees who "balk" at working more than 40 hours a week. I am surprised this has not been addressed in the "revamping" of the FLSA. I would just advise the employee that her continued e…
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Not sure why you are doing this as a company as banks offer this kind of thing and pay interest on the funds deposited. Seems like you are making unnecessary work for yourself unless there is not a bank in your area that provides this sevice. If w…
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It's not just one thing that makes you salaried or hourly,i.e., supervising two or more employees. If you have the authority to hire and fire individuals and no more than a certain percentage of your time is spent doing "non-managerial" duties, you …
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South Carolina operates much as North Carolina does - no lunch or break time is required. Lunch is unpaid time and breaks are considered paid time. If a meeting is mandatory for any reason, the employees must be paid for it. We routinely have wha…
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Depends on your state. In South Carolina, our counsel has advised that if we have a policy that we don't pay out leave unless certain criteria are met, then we don't have to pay it out. Otherwise, if you have no policy on this, you should probably…
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This is correct. It is also my understanding that employees will be allowed to bank this comp time and it will have to be paid out at the end of the year. I do believe that employers will be able to set the rules on whether they wish to continue …
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She needs to be totally relieved of duties during the lunch break in order for it to be unpaid. Even sitting at the desk eating and answering the phone is considered "work". The DOL is very strict about this.
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Agree totally with Linda. Pay off the time sheets and make the corrections on next pay period. If they don't turn in a time sheet, I would just pay them for the straight time. It will only take a time or two not to get their entire paycheck for th…
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I would NEVER mix exempt and non-exempt hours. Could be a DOL nightmare. You could certainly have an hourly employee working in two different departments at two different pay rates. You would have to compute the average hourly wage in order to co…
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If this meeting is an investigatory type meeting, the employee has rights through the Weingarten Act. But..if it for disciplinary purposes, the employer does not have to allow an employee representative at the meeting. If you are exercising the We…
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We give them whatever the merit increase is in the form of a lump sum amount. This keeps from inflating the base pay and getting the ranges out of whack. This seems to have worked well for us. I have worked for companies that don't give any inc…
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I can't think of any good reason to have exempt individuals complete time cards/punch a clock, etc. unless this is the way you track PTO hours. We use Request for Leave forms to either approve/disappove leave and what kind of leave it is. If you t…
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If you are paying a salaried exempt person for 80 "hours" they are not salaried exempt. Exempt individuals are not paid by the hour.
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It's really a moot point to track an exempt person's time or have them clock in and out. (The DOL will want to know "why are you doing this and what are you doing with the information?) Why go looking for trouble in this arena?
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Need more information on this. What position does the employee currently hold? Was there a pre-employment arrangement made with the company for her to continue her education. Did she sign an agreement to stay with the company after graduation? I…
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Sounds to me like this guy knew exactly what he was doing. He snatched the first check and was waiting in line at the bank when the second set of funds hit his account. You can probably kiss this money goodbye. Threatening legal action might work…
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I think the point here is that it doesn't matter how the employee "wants" to be classified, we have to follow the guidelines on this. Many employees do not want to give up what they perceive as "perks" of being exempt. Not having to punch a clock …
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If this is a formal intership program through a college, the college usually bills the employer and pays the intern a stipend. If you simply got the employee through a college "job posting board" or whatever, I would say they needed to be paid thro…
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It depends. We have interns working for our medical practice in our Exercise Physiology Department. They are contracted through the local university. We pay the university for their services during the contract period. We don't control their hour…
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No. You cannot dock this from her pay. It is a cost of doing business. What you might want to consider instead of having keys issued that you change to a keyless entry where everyone has a code to get into the doors. If you have a lot of turnove…
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Giving a bonus to exempt people will not jeopardize exempt status. I am not sure what kind of money you are talking about, but you may want to consider a nice gift certificate. I ran across a great program called giftcertificates.com last Christma…
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As long as you don't quote the salary as "____ per hour", you are safe. I'm not quite sure when you say, you broke it down by "days". If the salary goes from five days to four days, I'd just reduce it by one-fifth and state it as ____dollars per y…
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>I have an add-on question to this topic. >I have a senior manager who is reducing her schedule to 4 days per >week. We are reducing her salary by a certain percentage and she has >agreed to it (in fact, she is the one who is req…