Wildsporty
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Our appraisel is very simple. We use it for both exempt and non exempt employees. I can email you a copy if you like. Shirley
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Sent to you via email. Shirley
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Okay, I will give you Idaho's poster site: [url]http://cl.idaho.gov/ftp/requiredposters.pdf[/url] Shirley
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We bit the bullet and did 3% plus 3% cola for 6% total increase across the board. We usually do 3%. 2008 was actually a better year for us than 2007. Shirley
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The more I read and research this the more gray it becomes. The portal to portal act covers before the employee checks in if they have to walk to the plant or building or department to check in it is not paid time. However one could argue that af…
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It also specifically states walking to and from workstations on the bottom of the article. Also Walmart was recently just in a similar situation and they do not don protective gear. Shirley
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You might wish to ask Oscar Mayer this question: Workers Sue Oscar Mayer Over Unpaid Work Hours Four employees at Kraft’s Oscar Mayer meat processing plant in Madison filed a class action lawsuit in the federal court May 30 alleging violations of…
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Are payperiods are exactly the same as yours...it is not a problem for me at all in processing payroll. I just process paygroup 1 and then I process paygroup 2. We have been doing it this way for about 10 years now. I don't see a problem. It doesn…
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You can correct his rate. I would be inclined since it was payroll's error to forgive the overpayment and go on from here with the new rate. The reasoning would be that it would be more work that it was worth to calculate the overpayment and set up…
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I use ADP in Canada and Ceridian in UK. I do not like ADP that much at all they make a lot of mistakes and the customer service is not that great. When I started in UK with Ceridian they were great. Helped me out setting up the one person office, I…
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I tried to put my amounts in but my table didn't copy well. If you wish I can send you the policy. When two people in our company want the same day off, we usually go with whomever asked first. If they both ask at the same time than we would go w…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-30-06 AT 08:45AM (CST)[/font][br][br][font size="1" color="#FF0000"]LAST EDITED ON 11-30-06 AT 08:42 AM (CST)[/font] We just overhauled our PTO policy. I am announcing the changes at our December sta…
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It would depend on how your plan is written. If it is an annual maximum for matching contributions it is different. You would than need to specify in your plan that the maximum is for matching contributions. You have to have your TPA write in a pro…
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Only the Emplyee contributions to the 401K is taxable for FICA. This is not a deferral. We are putting in an employer only contribution to the profit sharing for this employee for the amount of unused PTO time allowed. It is not an employee contr…
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Our Administrators "Pinnacle Pension" wrote into our plan a clause under the profit sharing to allow for this contribution. Shirley
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I agreee that government regulates us way too much, however, if you have ever done payroll in a foreign country or even in Canada you will see it is tenfold there to what it is here. It is getting worse and not better I am sorry to say. In Canada m…
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4% on January 1st across the board...supervisors, staff, etc. Instead of giving a larger salary to the managers and supervisors we were able to go 4% on everyone instead of 3% with a larger percentage for the higher end staff.
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We give them copies of their stubs. I have a small workforce, so I keep a copy for HR in a data folder each payday. I am looking at the new self service modules where the stub is sent to the employee electronically and they can go in , type in th…
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When the DOL was conducting their audit what they conveyed to me was that we could round to the nearest 15 minutes which we use for coming to work which would deduct if they were late. If they worked 15 minutes over we also had to round to the next …
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I don't know what your bet is, however, we actually had this come up in an audit. We were told that if we rounded off the front end we also had to use the same rounding off at the other end. If we did not do this it would be unfair to the employee…
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I would try EBIA. Employee Benefits Institute of America. They have seminars around the country, they also offer the manuals if you cannot attend the seminar. I have attended a few and they are very well taught and in depth. They do cover a lo…
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What I did is have 5 different brokers come in and give a presentation. I than narrowed it down to 3 . I asked for references. I than called the references given for all three. I went over the material presented and the fees charged by all 3 brok…
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When the 27 pay period happens I simply have one payperiod without section 125 deductions. Typically the 27th pay period. If I do this than my system will not take out deductions because the goal has been reached. Also if you have it set up that way…
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Once the money is in it cannot be taken out except for the reasons allowed by the plan. Medical expenses, Prescription or over the counter drugs, Out of pocket expenses for the medical treatment are all qualifying expenses. If the individual is ha…
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A little different twist here. Our company treats it as a benefit, use it or lose it. My husband's company will pay the extra amount it costs the spouse to have the insurance at his/her company up to the amount they would pay for the employee if h…
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We do not micromanage, babysit or interrogate our employees. If they say they are sick than we believe they are sick. They have to be off 3 days before they need a doctor's excuse and before they are on FMLA. We have loyal employees, we trust th…
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I don't know if anyone from California is on here, but I have read that in California PTO or Vacation time is treated as wages and it is illegal to have a use it or lose it policy in that state. Shirley
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No we do not. We are a small company and we trust our employees. They are all pretty good about following rules. If someone gets away with being off for an emergency and there really isn't one than I guess it happens. We have our staff well cross tr…
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We changed ours in 2007 For Employees working 30 or more hours per week 1-4 years 10 days (80 hours) If unused at anniversary year end 40 hours can go in 401K 5-9 years 23 days (184 hours) if unused at anniversary year end 80 hours can go …
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Our standard time off policy says that you must give at least a weeks notice unless it is an emergency. It also says it is at the approval of your immediate suprvisor. The PTO is accrued on the employee's anniversary date with the company. Shirl…