Rockie
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Paul: Many insurance carriers will furnish an annual benefits statement to you as a service. This may be helpful if you have a large amount of employees and don't have time to process this information yourself. You may want to check with them bef…
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I can guarantee you that anytime the DOL comes knocking on your door, you will not get by unscathed! They will keep digging until the find something which will translate into dollars owed by the employer! But...sometimes employers have to learn …
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I guess another question I have is....how can ALL of your employees be salaried employees. Do you not have secretaries,clerks, switchboard operators, etc? Just curious.
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We are having something similar at our workplace this year. We are having a Christmas "slowdown" week where we will be utilizing a "skeletal" staff. Only essential employees will be working; employees will be required to take leave or if they don'…
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Sandy: In a former life, I was in banking and all loan officers were non-exempt, basically for the reasons mentioned. They merely followed banking protocol in making loans. Now... lending supervisors/managers who have to use their discretion and…
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And only say it with an English accent!
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Hi Renie: Not only is it common sense not to ask, but it used to be considered "poor taste" to ask people such questions. If someone were this bold, I would just say "I'm sorry, but I don't discuss my personal business with anyone in the office." …
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Theresa: Could you explain to me exactly what a "salaried" non-exempt person is? The only time I have ever seen anything like this is in the manufacturing arena where supervisors are paid half time for hours worked in excess of 40? How do you det…
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This company is playing a dangerous game with the DOL. If they pursue having everyone declared exempt, they should bite the bullet and pay this employee like they would a bona fide exempt employee.
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The reason you can't dock a day is because an exempt employee is not paid by the day or hour. They are paid a salary for a job. How would you ascertain what to "dock" them if you did not pay them for a day since there is no "hourly" salary. If you…
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For those who are tracking "comp" time and "extra hours" what do you base this on for a salaried person? If a salaried person has not set hours per week to work, i.e., 35;40 hours, then what is considered "working over the alloted time?" This is w…
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Our Executive Assistant who reports to the CEO is exempt - all administrative assistants are non-exempt.
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In our company, this is handled by disciplinary procedures. If the supervisor doesn't discipline employees and creates headaches for payroll, their manager will write them (the supervisor) up. We have electronic time clocks and if an employee does…
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I agree 100% with Don on this one. We do the same thing. If employees miss punches and don't notify their supervisors to make exceptions, they are paid according to the payroll records. We don't cut manual checks if employees miss payroll deadline…
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Thanks guys! I thought this was probably something that was used mostly in a manufacturing environment and I have never come across this Wage and Hour designation in an office type environment. In our case, if we did this, all of our managers and …
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We don't allow exempt level employees to accrue "comp" time. According to our labor attorneys, this negates their exempt status because they are being compensated in time and thats the same as payment in the eyes of the law. There are some excepto…
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Legally, you probably have the right to recoup this. Just as if you had made a mistake and gave them too much money in their paycheck and they spent it - you would have the right to recoup this money. When I worked in banking, we occasionally had …
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Generally, it is made out to "The Estate of....." and turned over to the personal representative of the estate.
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Margaret: We do address disciplinary procedures in our current attendance policy, but I would be interested in what you would suggest. Email is [email]HR@scheart.com[/email]. Thanks.
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Ty: We will make this a separate policy "Unscheduled Absences" directly following our attendance policy in the handbook.
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Ty: We have a "proposed" policy that our Executive Committee wants to implement the first of the year. We have been almost forced to put this into place. I am in a medical facility where people call in consistently on Mondays and Fridays and the …
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I would not get into this mess with this employee. She obviously wants a tailor made job where she can come and go as she pleases (this is called self-employed!) As Gillian stated, people choose where they want to work. If she is dissatisfied, sh…
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I pay my assistant $35K, but she has also been an HR Manager. She support both myself and the CEO, so she has a heck of a job.
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Just for the darn principle of the thing, I would not charge him sick time. I think it's very presumptious to ask someone on sick leave to work!
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In South Carolina you can, as long as you pay them. I know some states probably do not allow mandatory overtime.
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I think most exempt people expect to put in more than 40 hours/week most weeks. I know I couldn't get my job done in just 40 hours - be it coming in early or taking work home or whatever it takes to get the job done. Sometimes I work 45 - 50 hours …
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I never mandate the number of hours an exempt employee works. On their letter of hire, I simply put "exempt" where it states number of hours. On ALL Letters of Hire, I specify the hours of work as 8AM - 5PM or as specified by supervisor. We have …
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I haven't heard about this case, but just out of curiosity, what do you base a "day" on for exempt level people? We don't charge exempt employees for leave if they work any porton of a day. The extra hours they put in more than compensates for o…
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I can flat out tell you that the DOL will jerk the exempt status right off the back of a private sector employee if you try to track comp time on them. Their opinion is they don't care if the compensation is money or time, if you track hour for hou…
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Yes you can. If the raise was based on "additional duties" and she can't perform the additional duties, you are within your rights to not pay her for work not performed. We have had this situation arise before, and we make it perfectly clear on th…