Rockie
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We don't dock PTO for partial day absences for exempt employees. Most of our exempt employees work far more than 40 hour per week and since they don't accrue overtime, we feel it's unfair to "dock" time from their PTO. If they work any portion of …
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We do retro back pay for employees if their review is delayed due to supervisor oversite or laziness. No supervisor gets their increase if they have outstanding reviews due. What a great incentive for them to do the right thing!
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I agree with Don. Casual comments made in passing tend to get passed off as gospel, especially in the areas of pay. I remember a group of our highly valued technical employees was given a market adjustment and the question was asked "Will this adj…
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You had better believe if you let one person work at home, you are going to have more requests than you can possibly accomodate. We have one salaried person who works 32 hours a week for "X" amount of salary and we have had nothing but trouble out …
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The bottom line is...(in South Carolina anyway) is that the employee WILL be paid wages for hours worked. You also have to pay them on the regularly scheduled payday. Their method of payment cannot be any different than any other employee. The on…
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This is a stab in the dark, but since overtime is specified as hours worked over 40 in a workweek, it would depend on how you specify "bonus". I would not calculate it on the employee's hourly rate. I would set an arbitrary amount for the bonus - …
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On your salaried people, you can reduce their total salary by a percentage, but not based on an hourly rate. You will probably need to negotiate with them on a new salary such as a 10% reduction, 15%, etc. Most employees, if they can afford it, wo…
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Years ago when I worked for a bank, we had a monstrous hurricane that did terrible damage to not only the homes of employees, but to our faciity. The bank worked with employees because some had minor damage and still had water. Some had totally de…
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Ty: Send me your email address and I will be happy to send you a copy of our PTO policy.
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Pollypop: No, PTO should be approved in advance by the supervisor; otherwise it is what we call an unscheduled absence and can count against their attendance if deemed excessive.
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Combining sick & vacation into PTO greatly cuts down on the use of sick leave and its abuse. Most employees think about it more if they know that this will cut down on their vacation time off. Some companies have even factored in holidays into…
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We give salaried individuals another day off if they have to work a hoiday. We use a skeleton crew for holidays and ask for volunteers. We usually don't have problems getting volunteers as some people find holiday time depressing, especially if t…
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You are correct. A lot of employees "ask" if they can be exempt and don't understand it is not a choice matter. Some think it is an "honor" to be exempt and would be truly shocked to find they may come out better monetarily if they are paid for the…
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I agree with Margaret. If you have a sick leave policy, then you have to realize it will be abused. People will call in for sickness other than themselves and they will also call in when they need a day off rather than take their vacation time. I…
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Thanks. This helps a lot. These regulations are so vague, it's hard to know what to do sometimes.
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If you have someone working a salaried position that is one thing. But...if this salaried employee wanted to work in an hourly capacity (staff nurse, or whatever), you would have to pay them the hourly wage that the staff nurse would receive. This…
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First, I totally agree with you on the detrimental effect this can have on business, i.e., morale issues, budget issues, etc. When one group of employees gets something (for example, a market adjustment), every employee feels entitled to the same. …
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If employees don't follow proper protocol (i.e,, clocking in and out properly, or turning in a timesheet by payroll deadline) it is not the company's fault and I don't believe any state would ding you for this. I would just tell the employee that, …
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I agree with Margaret. We have only one Executive Assistant in our company and she works solely for the CEO. She has discretionary and decision making powers in his stead. We jumped through hoops to get this position classified as exempt and had …
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Cannot dock a salaried employee's pay if they work any portion of a work week.
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I don't know of any legal repercussions as employers can always mandate a pay cut, but the morale could be greatly affected. We recently decided to cut our merit pay increases for the year 2002. We had already given the old rate from January 1 to …
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In the health care world, this is done frequently. Someone could be a nurse manager during the week (exempt) and then work shift work on the weekends as a floor RN (hourly). Usually, this is done in a different area/floor than where they would nor…
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It is very difficult to put a "per hour" cost on an exempt person's salary, because, you have, in effect, made them "non-exempt" if you pay them by the hour. If these positions truly are to remain exempt, then I would re-negotiate the salary and th…
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Federal Laws only address hours worked over 40. Unless you are a public entity, employers are REQUIRED to PAY time and half wages and do not have the option of compensatory time, even if employees request it. On the other hand, you are talking abo…
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In South Carolina, there is no requirement to give lunch or rest breaks. If you choose to give them, lunch is unpaid provided it is at least 30 minutes of uninterrupted time, away from the work station. Breaks are short periods, usually 15 minutes…
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And...it will be even more complicated if the proposed bill in Congress is passed. The recordkeeping will be astronomical and the so-called savings will probably not materialize. Workers will be allowed to "bank" comp time the same as they do paid…
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Handle this with disciplinary procedure. Do not dock an exempt employee's pay. Quick ticket to DOL problems!
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I've never seen it maintained anywhere but the HR files. I would suggest it stay there because these files are kept confidential, usually under lock and key. The more spread out employee information is...the more likely things are to get misplaced…
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There are several different issues here. Concerning direct deposit...in some states you cannot mandate direct deposit as a condition of getting paid. It seems there is a two tiered system here and it seems the employer is attempting to force the is…
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I believe you would be safe in stating that the normal office hours are 8 - 5 and employees are expected to generally be present during those times. I would not expect an exempt to account hour for hour, but I would make the expectations clear that…