crawfod
About
- Username
- crawfod
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
Thanks to you and Hunter, my mind was put to rest. Good luck and let us know how it all sorts out.
-
MaryHR, I can't get your shift arrangement out of my head. Help me sleep better. If A crew works M,W,F, and then is off Sa,S,M,T, and B crew works T,Th,Sa, and then is off S,M,T,W, then how can S,M,T be covered, assuming C crew has the same rotati…
-
MaryHR, one thing you may explain to your Fire Chief is that since the material your ffs are teaching has a direct correlation to their jobs, that's why it has to be counted as compensable time. Now, if they were teaching a non Fire related subject…
-
I'm late too but am curious as to what you decided to do. Making a few assumptions here, such as: these ff/instructors normally work 24 on/48 off, are subject to the 212 hour/28 day OT rule, are instructing on days not normally scheduled, then we …
-
Welcome to the Forum. I too work for a public entity (city), and one quick point about the Forum is to keep in mind there are definitely separate laws affecting private and public employers, so in general if you have an attorney, check with them on…
-
Thanks, this looks very good. As a public employer we are subject to slightly different rules. For instance, the part about deductions for "one full day or more" for public employers can actually be "partial days", if they have leave with pay poli…
-
My philosophy has always been "The only stupid question is the one that you didn't bother to ask." Anyway, No, you are not required to classify someone as Exempt, even if they meet the rules. However, not doing so subjects your employer to possibl…
-
Just curious since the main new rule change was the $455 per week, and you indicated they are well compensated, what has changed to now make them exempt? Even if they didn't meet the Executive exemption, I would have thought an "officer's" duties w…
-
My first step would be to advise top management of the fact that you have identified 6 employees who can now legally be defined as exempt and thus ineligible for the OT wages your company has been paying. I would be prepared to tell mgt how much mo…
-
Remember that the new regs only apply to "white collar" employees, so I would only communicate to those employees who were being changed from non-exempt to exempt or vice-versa. If you have disciplinary issues with your exempts, you may want to c…
-
A somewhat supporting document can be found at [url]www.dol.gov[/url] 29 CFR 541.118 which states: (1) An employee will not be considered to be ``on a salary basis'' if deductions from his predetermined compensation are made for absences occas…
-
Based on your reasons, my suggestion would be to analyze all non-exempt employees for the year 2003 and see how many received OT pay and how much in actual dollars your organization would have paid out under the proposed OT rule change. You already…
-
We're a City government and pay only for actual hours worked, following the FLSA and protecting taxpayer money, but a lot of private companies count Holiday/Vacation/Sick hours. Financially speaking, your company would almost certainly save money…
-
If you'll indulge me a little further on the side issue of vacation accrual, I'm curious how many extra accrual hours/days does an Exempt employee get per year? What if you have Exempt employees who either rarely need to work more than 40 hours or …
-
Now this represents an interesting twist on FLSA issues. The normal concern of Exempt vs Non-exempt deals with eligibility for overtime compensation, so on that issue I would suggest you analyze the possibility that someday she argues that you depr…
-
I agree with Gillian3. Revealing salary ranges for jobs should not be a big deal. Now if your job ranges are out of line (say you've got a Secretary whose range is greater than a Supervisor) then you can expect some negative feedback from those wh…
-
Ethel, let me suggest you look at James Sokolowski's posting where he put the website for FLSA matters. At that site you can click on the "Professional" category dealing with exemptions and I think you will find clear descriptions. Then you can pr…
-
Fist, a brief synopsis: The FLSA generally requires covered employers to pay employees at least the federal minimum wage for all hours worked, and overtime premium pay of time-and-one-half the regular rate of pay for all hours worked over 40 in a s…
-
DTaylor, welcome to the Forum. You will get a lot of helpful advice from a number of experts, but I offer a word of caution. Just in the above posts you saw examples of this varied experience. You saw viewpoints from the private firms versus the …
-
Don't mean to wear you out on this, but I am interested in how your LTD benefits and vacation accrual benefits are set up differently for exempt employees. If you prefer to email me directly instead of using the forum, my email address is [email]cr…
-
Dear "HR in Okla", would you mind sharing what additional benefits for exempt employees you are referring to? In my opinion, even if an employee wants to be considered exempt, perhaps due to the benefits you are referring to, you will not be protec…
-
Thanks for everyone's input. One factor I failed to mention was that I am the Personnel Director for a local city government in Tennessee. Although most of my career was spent in private industry, I am now learning that what may be true or require…
-
Thanks for your response. Can you tell me the web site for Tennessee statutes? I must be looking in the wrong place. Thanks. >[font size="1" color="#FF0000"]LAST EDITED ON 03-10-03 AT >04:48 PM (CST)[/font] > >Since I'm not i…
-
BC/BS offered 13% increase with no change in benefits (Slightly below average experience rating). Elected 11.3% increase for base plan by going to 80/20 versus 90/10 after $500 deductible. Also, went from $10/20/35 drug plan to $10/20/40. We pay …
-
We have no cap and since we allow up to 50% payout at either ages 60-65 or with 20 or more years service, this is an important benefit to many of our long term employees. One suggestion would be to analyze the current balances of all your current e…
-
We have assigned all occupations to different pay grades, so suppose there are 5 different occupations in Grade 12, then a lateral transfer would be changing from one of those jobs to another, in the same grade. We allow transfers to keep their cur…