Rockie
About
- Username
- Rockie
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
This is a real tough call. I attended the SHRM Conference and we had an excellent speaker who spoke on Wage & Hour and addressed the exempt level employee in particular. She advised to stay away from ANY type statement dealing with hours on ex…
-
Generally, this is true in most states. If the deduction puts them below the minimum wage, you cannot deduct. In this case, you may want to get legal advice as she had previously agreed to these deductions (insurance and received the benefit of ha…
-
I see more and more questions of this type coming up insofar as exempt workers are concerned. Somewhere along the line, salaried individuals are getting the notion that they should only work 40 hours a week and if they work more than this, they are…
-
Thanks Down the Middle. Were these DOL cases that individuals filed? I'm surprised if the individual was required to come in (even to just observe) that they weren't entitled to pay. But...I'm with you. I think it's better to just go ahead and p…
-
You can get in a lot of trouble holding employees' paychecks. Usually, in the event of an employee having company property, the employee normally signs a waiver at the front end and when he accepts the company property that he will return it upon r…
-
We had this same type of problem and it was mostly limited to one particular department. The supervisor advised the employees that she was aware that they were taking more breaks than normal and if this continued, they would have to implement a sig…
-
Don, I don't think there is any such thing as anonymous any more as the DOL in some states (South Carolina) have caller ID and can identify organizations who are calling. We have been warned by several organizations that this could trigger an audit…
-
Thanks for your help. This was something we had not experienced before and it was a very bad situaiton.
-
I agree with Margaret. Sounds more like a disciplinary problem to me. In South Carolina, lunch time must be at least 30 minutes of uninterrupted time to be considered lunch and therefore not compensated. If an employee is required to work any part o…
-
Most of the time if this is an occasional request, you can get volunteers to work on Sunday especially if it involves extra pay. I agree that you should probably get a legal opinion on this. If you allow time to attend church services, this would se…
-
How many hours a week does this person work? Does this person ever work over the hours scheduled to work? Say, if they are scheduled to work 32 and they work 40, do they expect anything in return for the extra hours worked?
-
This does help a lot. If you work over the alloted 34 hours/week, you don't expect to comp out the time, correct? Thanks for your help. This will certainly give me some leverage.
-
Thanks for your help. In South Carolina, there is no such thing as compensatory time for private employers - only public employees,firefighters and policeman can accrue comp. time. As with most exempt people, we don't hold them to a time clock, but …
-
This is considered taxable income and is run through payroll. It is not considered in overtime as it is not for hours worked. In fact, some companies, will give this as a separate check.
-
You certainly won't get in trouble with the DOL doing this. Sounds to me like it is an attendance/absenteeism problem with this employee and will probably be reflected on her review if it intereferes with getting her job done.
-
I don't know of any such law that requires an employer to make adjustments in employees' schedules for educational purposes. It's a nice perk if employers are able to do this, but not a requirement. Most employees do what yours do - they go at night…
-
To be perfectly safe, I would not dock an exempt employee for any time, whether it be pay wise or PTO wise for less than a full day. Legally, in some instances, you may be able to get away with docking the PTO "bank", but because we expect our exem…
-
When I worked for a hospital, we had nurse managers or clinical managers who would PRN on the weekends as staff nurses on floors other than their own. They were allowed to work on an hourly basis in this capacity. If what you are saying is they come…
-
If your company policy is to pay overtime for hours worked over 8 in a single day, then I would say "yes" you would have to pay the employee the 2 hours on Tuesday as overtime, but why would you allow them to "make up" time on Tuesday lost from Mond…
-
Some of this has to do with the way your policy is written. Some companies specify if an employee is already covered by a plan, they cannot join the company plan (double coverage). We don't specify this in our plan and let employees join if they w…
-
We give our hourly workers five days/year; salaried people are paid if they work any part of the week; we do not dock their pay for this. We allow attendees to keep the money they receive from the court. We used to make them turn this in,but it w…
-
In South Carolina you have to be able and available for work. If you are on medicalleave and not available to work for your current employer, then you are assumed not available for work period.
-
State law also comes into play when playing around with leave policies. Some states mandate if leave is accrued,then it must be paid out...there is no use it or lose it type stipulation allowed. Some states, like us here in South Carolina, allow y…
-
Our initial rate increase was 19% with good experience level. We are currently "doing the dance" with BC/BS of South Carolina to negotiate down. We are also looking at a self funding plan.
-
I believe it is a requirement if you have a 401(k) program that you allow employees to participate if they work at least 1,000 hours in a 12 month period and are 21 years of age. Correct me if I am wrong, but I do not believe the company has the …