atrimble
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Sounds like your company needs some hour and wage training soon! I don't envy you these headaches, but know that you can work through them - you've got the law to start with. Let's assume you are a regular, private industry business (not governmen…
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We recently sent three non-exempt employees out of state for training, and they had to drive to the conference on a holiday (we basically pay triple time for work on a holiday). The trip was about 8 hours long, and if they shared driving equally, e…
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You may have another option rather than paying overtime. We've implemented transient flex scheduling, which was originally started with the idea of allowing attendance at evening meetings without getting into a 40+ hour work week (regular = 40 hour…
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US Department of Labor FactSheet #23: Overtime Pay Requirements of the FLSA [url]http://www.dol.gov/esa/regs/compliance/whd/whdfs23.htm[/url]
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[font size="1" color="#FF0000"]LAST EDITED ON 02-10-06 AT 02:38PM (CST)[/font][br][br]>>If they go over 40 hours that 1st week are they due OT? Yes. A work week is 40 hours in any period of 168 consecutive hours, regardless of whether the pa…
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>I would think that the smaller the >company, the less the pay, and government >agencies have the most liberal policies. If we're typical of a government agency, I'd completely agree (though we're very small)! Not only do the employees…
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We don't have time clocks, so we go on the employee's word as to when they started working. We do pay in 15 minute increments for overtime purposes, but our paid leaves are in half or full hour increments. So if someone is less than 22 1/2 minutes…
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We would do this only for an egregious action of a very valuable employee (almost a "key" employee, to use an FMLA definition). We have actually done this for verbal assault and extremely unprofessional behavior, after the employee had been warned …
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I'm the dual position person where I work. I was one of two computer information specialists before I took this job, and the employer had paid for me to attend several intensive learning classes, so they requested that I continue doing some trouble…
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Our wage increases don't fluctuate from year to year as we're government funded and we don't have any profits to share with employees. We may make an across the board COL adjustment based on wage surveys some years, but on average, if an employee i…
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Taking a cue from the unemployment department, if no work is available (which is how I see your case) then we would allow a not-working employee to choose whether to burn accrued leave. If the employee doesn't have any accrued leave, then leave wit…
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Subsidized-housing owner/operator/administrator, 52 regular full time, Missouri (halfway between Kansas City & St. Louis). 0-5 years = 80 hours annually, 160 maximum accrual 5-10= 100 hrs annual, 200 max 10-15= 120 hrs annual, 240 max 15+= 160 …
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It is our policy to require exempts to report absences for personal (non-sick) reasons in excess of 4 hours (half day increments), which is then deducted from their accrued annual leave. A personal absence less than 4 hours in duration is informall…
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I guess I should specify who works on a holiday at our agency. Hourly office workers are almost never (not in the six years I've been here) required to work on a holiday. But since we own and maintain many low-income housing units, we must have a …
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"Employees required to perform official duties on a recognized holiday receive (8) hours pay plus double time for the actual number of hours worked." We also consider the holiday pay as hours worked, so any time actually worked on a holiday would b…
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Could specifying in a personnel policy that vacation is *earned* and sick leave is *accrued* be enough (semantically) to justify not pay sick leave on termination, if the issue was taken to court? Missouri courts are starting to treat all paid time…
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"In the event of sickness of more than two (2) days in the last two (2) calendar weeks prior to termination of employment with employer, for any reason, the employee shall provide to employer a physician’s statement verifying the illness before empl…
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When we revise our pay scales, we increase ("bi-annually adjust") the pay, at least up to the new minimum, of anyone that is currently earning below that rate. If it's someone with years of experience, then we may give them a proportional increase …
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At CHA, by practice, new hires start at the bottom of the pay scale for that position. The exceptions are: transfers internally who are already earning more than the base for the new position, or new employees who bring experience in that specific …
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For paid time off including holidays (& other "fringe" benefits), you gotta be scheduled for 40 hours. For insurance purposes, we'll let you work down to 30 hours only because that's what the insurance company says. But we don't have any part …
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I think that if two of these kids were in Missouri, and Dad was careful of the duties, they could work in a manufacturing plant. From [url]www.dolir.missouri.gov/ls/childlabor:[/url] Missouri child labor laws differ from federal laws with regard…
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Now, I don't want to be caught speaking for all government agencies ( x0:) ), but for us, pay adjustments depend on the reason behind the increase. We have Merit increases for which we evaluate annually, but we do not have COLA increases; our merit…
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... but not all government workers get automatic salary/wage increases. x;-) -Abby
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Who's giving up a job? I'm squeezing these folks for all the training and experience I can get. x}> x:-8 => x0:) (I really do like my job, most of the time)
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Thanks to you and Down-the-middle. You're right on the money. I know I was using (abusing) the system, and the bosses caught me and called me on it (very subtly). However, I don't think they dealt with the situation in the most fair manner. As f…
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Officially, no. I got an informal verbal reprimand regarding "putting in at least 40 hours per week." I pointed out that exempt employees don't have to do so as long as they get the job done. I occassionally arrived 30 minutes late after treating…
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The one person here (me) that could remotely be considered an hr generalist or personnel rep has been switched from hourly non-exempt to salary exempt and back to hourly non-exempt, all within the past two years. However, this person is full time, …
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Can I throw a confusion wrench into the responses? We pay Holidays as if it were time worked, but sick and vacation time are no-work times. So our payroll clerk has lots of fun...
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So if we have a bi-weekly pay period and we wanted to dock an exempt salary for an attendance-based disciplinary issue, would we dock the whole two week pay, or just the pay for the week in which the attendance problem occurred? -Abby, HR newbie
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[i]Here's most of our policy[/i] All regular full-time employees receive annual leave credit on a monthly basis for each calendar month, in accordance with the applicable schedule hereinafter set forth. Employees appointed to service after the firs…