WOCO Frank
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- WOCO Frank
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> Number One - you are not paying an exempt person by > the hour, so this would not enter into the overtime equation. Better check on this. Whether they are paid by the hour or not, IF there is any requirement or "expectation" that they wor…
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In a nutshell, the bill would allow companies to choose to offer comp time to workers instead of overtime. If a company decides to offer comp time, then it has to extend that offer to all employees across the board - the company can't just pick and …
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If you are a SHRM member, you've probably been receiving e-mails urging you to contact your congressmen in support of this Act. Of course, when I e-mailed SHRM and asked them to give me a good reason to support the bill, I got no reply. I'm still w…
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I have a fairly friendly state wage and hour investigator who lives in the next town over. If you don't, then you might call your state's DOL, but I can also understand if you'd rather not put yourself on their radar in any way, shape or form. Barri…
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It can also depend on how the incentive plan is set up. The manner in which it is paid, the criteria used to determine the amount, etc. can help determine whether the bonus money is included for purposes of overtime.
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Have you been told yet what they are specifically looking for? They usually narrow it down pretty well, based on whatever complaint initiated the audit.
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That's a lot of work, and probably provides some useful planning/correction information, but your typical Wage & Hour audit won't involve most of it. An EEOC investigation might, but not Wage & Hour. Are your time cards complete and correct…
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I had an acquaintance who served on a jury for a federal racketeering trial that exceeded 10 months. Good luck.
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To meet the DLSE's standard, I believe you just need to show that there is an appropriate reduction in actual work performed - not expressed in hours worked, but in the actual work product. IOW, if there are specific work duties that are no longer h…
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It's water under the bridge, of course, but this contract clause is a good example of one of those things no one ever checks with HR before agreeing to. On the other hand, I'm reminded of those eternal words of wisdom... "Badges? We don't need no s…
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That was my initial suggestion - office open a half-day on Friday. I think we may give that one a shot, and it shouldn't be difficult, since the Friday afternoon workload is next-to-nothing.
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I think it *was* the case that management was okay with the temporary utilization, but it's been about 6 months now. My fear is this pending acquisition will not happen and we will have let the situation continue much longer than it should have. We …
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Typically, this is much ado about nothing. If you don't pay at the time of termination, the employee has to notify you in writing that he wants his check, and then you have time to respond. If you're on a weekly pay cycle, you've already hit payday…
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Wow. You folks must be a lot more concientious than I am. Do you seriously think she will ever show up to get her check?
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>If, when you hired the individual or at a later time, you and she >agreed that she would be at work at 7:30 a.m. because of compelling >business reasons Gene's answer is a good one. I'd only add that his first line contains a very impo…
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How much do you trust them? In the end, you're the one who is accountable, no matter what their no-fault guarantee is. It's like the tax preparer who will pay for your audit defense... they won't be ones doing you prison time. From a practical sta…
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Oops - hit enter too early. If the employee is covered by DOT regulations, he/she is subject to daily limits on total time worked and actual time behind the wheel.
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The laws of time and space are very specific on this - if you try to work more than 24 hours in one day, you're asking for trouble.
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Don't forget that missed punches are NOT just a sign of forgetfulness. They're also a primary means to cheat on time worked.
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A Wage & Hour investigator was here Wednesday on a complaint by a disgruntled former employee. He interviewed two employees we have on administrative exemption, and told me when he left that we passed with flying colors much to his surprise!
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The monthly savings are quickly forgotten everytime they look at how far they still have to go to meet their deductible. I can show them the math when they sign up, and they think it's a great thing. Everytime they use their coverage, they forget t…
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BCBS is who our CDHP is through. They make complete financial sense. Employees still hate them.
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Regardless of the state you're in, these expenses have to meet IRS guidelines (presuming it is a Sec. 125 plan). If the son is not a legal dependent as defined by the IRS, it's going to be tough.
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In most cases, you will use a TPA to handle your plan. I would suggest contacting a TPA (or several) and asking them for examples.
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Does the "purchasing" company have an HR Dept? Assuming they do, it is important that you work together with those folks to make sure you are all on the same page with this.
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Our reporting policy is pretty stringent. Each of our 25 locations has a step-by-step procedure posted, and part of that procedure is that employees must immediately call me personally to report the incident, unless they are being loaded into an amb…
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Perhaps if everyone would go back to using haiku I wouldn't become so confused by your posts.
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Sorry - I missed the part where the employee is taking sick leave also. I was trying to figure out why being on FMLA brought them up to 100% of their pay...
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That's the reason I don't run them concurrently - we have a pretty aggressive light duty program. Also, I don't understand why FMLA would indemnify the employee... it is unpaid leave.
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Why are you placing her on FMLA if she's already on work comp?