SMace
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Don't make the mistake, >explicitly or in practice, of conditioning your >offer of employment on both a medical exam and a >background check. How can you avoid making the mistake "in practice"? If I hire everyone that passes the d…
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My question is why don't you give them the conditional offer? If they pass the drug test and background, why wouldn't you hire them? PS, Do you distribute Bavaria beer?
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I think this may clear up some confusion. Executive Order 11246 states in part (I'm paraphrasing): non-construction employers must develop a written affirmative action plan if (1) they have 50 or more ee's (2)...serve as a depository of federal fun…
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Try this link. [url]http://www.gcsaa.org/login.aspx?ReturnUrl=/Default.aspx[/url] There is another association for golf course general managers, but I couldn't find it. Will this get me a free round on your course? I live in WNC and don't mind t…
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Does he not have any responsibilities in an emergency? I completely agree with Livin. You need to re-evaluate the resposibilities of your guard. Our guards have emergency responsibilities and they routinely patrol the grounds looking for trespa…
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Is he the only security guard on site when he is working?
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What amazes me is how many idiots make so much money.
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Not only is it unsafe and completely inadvisable to employ children that young in a factory, it is also illegal in Oregon. See below: Prohibited Employment Minors under 18 may not work in logging engines used in logging operations or operate any …
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I don't see how you can pay them more without having to adjust their OT rate. Why not just boost their base wage during this time? That way you plug it into your payroll system and it will do the calculations for you.
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What does you plan doc say? Ours refers to regularly sheduled full time workers. If someone at our plant was working full time hours temporarily I would not classify them as eligible.
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I think what you are asking is how can you get the acct. dept to listen to you. I'm the farthest thing from a payroll expert, but reducing gross wages for payment of a phone bill is not legal. It reduces his and the company's tax liability and th…
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He needs to be paid. Here is a snippet from NE Wage and Hour law: Training Time. Generally, attendance at courses, lectures, meetings, training programs, and similar activities does not constitute hours worked if ALL FOUR of the following conditi…
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x:-/
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Shadow is exactly right. If you tell her to take the break and she doesn't, you still have to pay her. But you can deal with the situation on a disciplinary level.
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I'm assuming you are a library or a school because otherwise, there are no break rules. Here is the summary I read: Duty-Free Lunch Under Tex. Educ. Code Ann. § 21.405, classroom teachers and full-time librarians in public education are entitled …
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You work 40 hours now, but when you take the HR Manager position you want to work less than 40? I'm sure there are part-time HR Managers. It would be an exempt position. If it were me, I would pay a salary and deal with "you're not putting in eno…
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Maybe Marc or another accounting person can weigh in. I'm pretty sure FICA is taken out. Could be wrong. Your right Don, I let acct. deal with that stuff. They go through a several week audit every year, so I'm confident they do what is right. …
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We do not take taxes out of their check. We do take deductions, such as insurance payments, 401k loan payments (unless they state otherwise- if their payoff is less than 5 years they can skip payments), garnishments, etc. What I meant when I talke…
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There is no difference in payroll taxes the way you are proposing. You are either paying someone to write checks out of your account or your doing it yourself. We are doing exactly what you are taling about. We used to pay our TPA to write disabi…
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My idea of minimum wage is payment for actual work. I don't believe the laws apply to benefits. When they complain that they are not even making minimum wage, your response could be, you're lucky we are paying you anything at all. I would paraphr…
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Your manager is wrong. Below is the New York FLSA. See the frequently asked question below that. Time spent by employees engaged in incidental activities may or may not have to be treated as compensable working time. In general, time spent in ac…
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From the VA FLSA: Upon termination of employment, an employee’s wages must be paid on or before the next regularly scheduled payday.
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Our shifts are 12 hours, so they are used to long hours already. It is rare that someone will work 18 hrs, but generally it has happend with maintenance when we have a shut down and have to do electrical or other process work. They only have a cer…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-20-04 AT 08:18AM (CST)[/font][br][br]I was just researching this info for our FL plant. The ee said 12 hours, the team coach said 16 hours and the fact of the matter is there is no law regarding cont…
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I'm pretty sure it is still a law. On the search engine I use, it will have a "repealed" notation next to the laws that are void. I have this picture in my head of 14,999 villagers running through the village demanding a day off. Of course they a…
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Federal FLSA does not cover this. Ny state has this law. One day rest out of seven: § 161. One day rest in seven 1. Every employer operating a factory, mercantile establishment, hotel, restaurant, or freight or passenger elevator in any build…
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IMHO, just becasue they give it every year does not mean it's not discretionary. If it is communicated that it is not guaranteed and is dependent on how the business is going you are fine. Now if the business hit the crapper and they start wage re…
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I would not request the employees medical records from his doctor. That will do more harm than good. I would send him FMLA paperwork. You could ask for a doctor's note in the meantime if you like, but I don't think it's necessary. If he does n…
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I do not believe that FLSA addresses that issue. I would check your state laws. You could call your state DOL. If you have no state law I would say it is not illegal as long as it is clearly communicated. However, what is the right thing to do…
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I don't know about AZ specifically, but generally an employer decides what is full time and what isn't. There is not a federal law that mandates full time. What I suggest is you look at your benefit plan docs. They should give you guidance on wha…