SMace
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Whatever, My "why" was directed to them not including it in the attendance policy. We include it in ours and they get a warning for the NCNS as well as an attendance violation.
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Why?
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Here is OH law: Ohio requires that employers pay employees at least semimonthly. On or before the 1st of the month, employers must pay all wages earned from the 1st to the 15th of the preceding month. On or before the 15th of the month, employers…
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Just because you don't have a specific policy that demonstrates this scenario doesn't mean that you can't discipline her. Do what's right policy or no policy. I would suggest you update your policy to reflect falsification of records may result...…
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In our org, their coach would have to write them in on the attendance sheet. Some of our plants give a ten minute tardy charge for failing to punch.
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The exempt, non-exempt classifiaction centers on the job, not the hours. So if she is preforming exempt duties, she should be classified that way. You could reduce her salary by 25%, because she is working 25% less hours. The only thing is that s…
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That is only true for publicly traded companies.
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Less bad, maybe. Do any of the jobs really need 40 hours? If so still bad. They are going to argue that point even if you don't think so. Also some will be waiting by the door for quitting time even if they have some work left to do. "I'm not w…
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So they are going to work an extra 2.5 hours for free now. I suggest asking your boss to tell them. YOu better have some rock solid business reasons, like losing accounts or stemming other layoffs. This will go over like a f*rt in church. What k…
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Very unusual set up and sounds like it is quite unproductive. I would like to think that a supervisor should be able to fire someone. I know a VP with some control issues and he/she is probably on their way to your office to look over your shoulde…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-26-04 AT 03:18PM (CST)[/font][br][br]You can do what you want with a shift differential as long as you do not discriminate against a protected class. For, example, if you have whites getting the SD a…
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Now you can rewrite your memo and say, "Thanks for voicing your concern about the paychecks. Starting next Monday we are going to institute a disciplinary procedure for submitting late paperwork, due to Medicare requirements and your lack of follow…
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I haven't looked anything up, but ability to leave their home seems to be an important issue. Not able to go more than 1.5 miles from their home sounds like it should be paid. Why not buy them a beeper and them they can roam? Beeper's are pretty …
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The employee will settle up the withholding mistake when he does his taxes. I would be very apologetic and chalk it up to experience. There is nothing you can do for the ee now.
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Talk to them about it. Explain the situations where you had a difficult time because they were all gone. We have a dept that all goes out and smokes together, but they work their axx off and noone minds they take a break. If your talk with them…
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Rodney.............where are you?????????????? Kidding aside, written evaluations are very hard to quantify. You could start by setting goals at each review and give a "score" based on that. However, some goals are harder that others so it may st…
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We can't answer the question of whether she is eligible for PTO without more info on your PTO policy. Why wouldn't she be covered under your PTO policy? Is she out of PTO? To me voluntary OT turns into a scheduled work day when they volunteer. It…
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Invalid=fake. How do you deal with ee's that provide falsified information at hire?
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I looked under wage and hour law for Alabama on a research site and did not find anything. This is not legal advice.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-07-04 AT 07:55AM (CST)[/font][br][br]Thanks Don. That means a lot coming from you.
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I'm confused. Does your company now have HSA's? I can't believe that a company would raise a deductible to $1000 to get ready for a HSA next year. Are you responsible for this implementation? One would think someone would have thought about what…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-17-03 AT 11:49AM (CST)[/font][br][br]There is not a rule in the FLSA that says anything of the sort as far as I know. FLSA says you pay for time worked and pay overtime as required among other things…
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Speaking for Keith, he was replying to my equal pay act reference.
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FLSA, yep that's what I meant not FSLA. Not sure of what that act entails. I'm waiting for the link masters to jump in. Again, you can pay someone however you like and you can pay people differently, however if they are due OT you better pay it. …
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The way I understand FSLA is that if they have the right to overtime and you deny it, you are in violation. However, if you want to pay overtime and they are not required to get it, you are not in vioation. In other words, if you "harm" them you a…
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Of course you will not have a morale problem with him. But you will with the day supervisors. If you think they will not find out, I have some oceanfront property in Nevada to sell you. I would advise against keeping him hourly.
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[font size="1" color="#FF0000"]LAST EDITED ON 09-17-03 AT 11:58AM (CST)[/font][p]Regarding benefits: The company should follow the definition of "eligible employee" in their plan document to determine whether he should get benefits or not. This sh…
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We are skipping a paycheck at the end of the year. This has already been communicated.
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Although Hatchet gives you a way to get out of not calculating the bonus in the regular rate of pay, I do not think it would be a good idea to cancel the bonus system out of the blue. That would hurt morale and they may lose focus on enrollment nu…
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I agree with what has been said. However, it is my understanding that if you pay a bonus as a percentage of gross wages, you account for overtime and thus it does not have to be included when calculating overtime. Am I wrong?