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I agree that these workers should be paid overtime. I've never had to average overtime rates, so I don't have a good grasp of the process. I think the forum has discussed the appropriate methods in the past. As another thought, I see you are a coun…
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Undue hardship is unique to your own business. A hardship for my company, might not be a hardship for your company. Then again, a jury might not agree with either of us! Unless you are a government entity, you cannot allow an employee to accumulate…
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I am in manufacturing, so I can't "share" my apple with you. But, I would like to point out that according to the FLSA [u][b]everyone[/u][/b] is nonexempt unless exempted by the pay, authority and responsibilities of the position. You probably will …
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You gotta give her some credit for imagination (and DonD too!), some people will do anything for a buck. I totally agree with the previous posts, she is describing self-employment (self first, employment last). I would accomodate her right out the f…
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Holly --you are in Calif country and I'm sure that your guesses are much closer to the right answer than anything this Texian could come up with! EEyHaa!
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He might lose his exempt status if you dock his salary for taking Tuesday off. I would have suggested and then insisted that he take a day off in the next week. If you work 'em to a nub, they don't work quite the same after!
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A/P salary range $9-$15 per hour.
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If I understand your facts correctly, I would say you should be paid for 10 days as a non-exempt (hourly) employee. The commissioned outside sales rep is an entirely different position. FLSA is very clear that non-exempts must be paid for all hours…
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[font size="1" color="#FF0000"]LAST EDITED ON 07-25-02 AT 10:40AM (CST)[/font][p]Your particular state W/C law will address lost wages for you. Your W/C insurance carrier will be able to tell you if they pay lost wages for medical treatments. We …
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Keep the badges on-site, so they are left behind each day when they leave the job -- like a time card.
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Our workweek (payroll period) is Sunday thru Saturday. Your schedule would work without overtime for us, because Sunday starts a new week. Now the previous week with 6 workdays may have some overtime. Unless you have a state law that requires overti…
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Ask the instructor approximately how much time was needed to complete the work. Pay the employee that amount. The next time make sure the instructor understands "no homework" or that attendees are informed in advance that only XX hours will be pa…
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Based on your statement that her responsibilities will be greatly reduced, I believe that she would become nonexempt and should be paid for the hours she works. She is not exempt and she is not contract.
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Almost every AA will be classified as nonexempt and should be paid for their hours worked including overtime. The only AA I ever knew to be exempt from overtime was at the executive level (president) with major responsibility and authority.
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Or, you pay the holiday, ignoring the DAY of the week it falls on and be done with it in that week. Then, you don't have to maintain records of who took the holiday and who didn't. Of course this is only appropriate if holiday pay does not affect …
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Sometimes our "owner" wants to flex his "owner" muscles by making an example of someone. When the company was very small and very young, he was able to do as he pleased without much risk. --- I have to remind him that NOW his risk is much bigger an…
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You are not going to like this answer. Based on the information in your previous posts, you [u]are[/u] in violation of the FLSA. Comp time is NOT legal for a private employer. Your program sounds fair enough and your employees may love it, but it…
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Employee Assistance Program. Usually provided by the company to assist employees with life's little up's and down's. Do a search in this forum, I know EAP's have been discussed in the past.
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Several years ago, we did a temporary lay off that allowed our employees to collect unemployment until we called them back. It was the least painful for all involved. The company didn't have the payroll expense and the employees weren't totally wit…
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Because in reality your are creating new jobs for these people, your first step would be to create new job descriptions. You may find when you reduce the responsibilities of an exempt position that the position has become non-exempt and would be pai…
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We automatically deduct ½ hour for lunch. The lunch deduction is communicated to all employees as part of their orientation and we remind them periodically. Believe me... my employees know when the timekeeping system has shorted them 1 minute and I …
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Small manufacturing -- only hours worked count toward overtime for us. Holiday, vacation, sick are not hours worked.
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Tell your manager to ask the company's insurance broker what would happen if/when someone connected to the subcontractor got hurt on your premises or caused another to be injured. That ought to raise his eyebrows!
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TX child support documents state that the total amount withheld cannot exceed 50% of the person's disposable weekly earnings. Disposable earnings is the amount left after mandatory federal and state taxes are deducted. Also, their pay cannot fall …
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The only organization that I know using the 1st/15th paydates is a state agency. Using this pay method is an accounting nightmare because you will overpay one paycheck, then adjust the next paycheck and overpay or underpay, then overpay/underpay aga…
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As I see this, there are 2 problems -- incorrect job classification and attendance. An executive administrative assistant to a president is not exempt in all cases. It is not the job title, but the duties and responsibilities that make a job exemp…
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I'll give this a try -- but don't expect forehead slapping words of wisdom from these lips. I would say a salary employee would not be paid extra. On the other hand, an hourly employee might need to be paid and there are just a slew of "if's" atta…
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Oh, I get it. You CANNOT use comp time (working this week to make up for time off next week), [u]unless[/u] you are a gov't agency. If you are allowing employees to work more than 40 hours in a workweek, then you owe them overtime in that week. T…
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Why not just say at the beginning that you need workers who want comp time for overtime? But, you cannot offer comp time unless you are a state or federal government entity. I don't believe that I would want to offer comp time to my employees if t…
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When an exempt employee uses all their paid time off, you cannot dock their pay - but you can discipline them for attendance policy violations or performance failures. Just be alert for situations that can trip you up, like FMLA and ADA on attendan…