cthr
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Rocky, You may want to check your state law again. I am looking at a payroll legal alert regarding state law for direct deposit and it states that South Carolina is VOLUNTARY, the employee recieves a pay statement and is allowed one free withdrawal…
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I don't have any experience with those types of cards, but some payroll providers offer them. Also, I believe that you cannot mandate direct deposit in SC. It is voluntary on the part of the employee.
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I am not aware of any regulation that allows you to pay only minimum wage their last week. I would think that the person would have some type of claim if thier normal salary broken down came out to $30/hour and you only paid them the minimum wage.
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If she is truly an exempt employee you can pay her for only the hours worked as this is her last week. The exceptions to the 40 hour rule for exempt is first and last week of employment if work less than 40 hours.
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Can you tell me what kind of industry you are in? Thanks,
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[font size="1" color="#FF0000"]LAST EDITED ON 05-21-04 AT 07:30AM (CST)[/font][br][br] >As of 1/1/03, in the private sector, there were >7 states that had state requirements regarding >rest periods. Those states included: CA, CO, >…
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You do not have to pay an exempt employee thier full salary during the last week of work, if they do not work the whole pay period. You may pay them only for the days worked. The same is true for the first week of employment.
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It is the employees responsiblility to provide you with the correct information. That said, if an employee does not check one of the boxes and does not respond to a request for the information, we err on the side of caution and withhold at the singl…
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If an exempt ee has exhausted their available paid time off you may deduct for full days for sick or personal time.
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Try your state DOL wage and hour regs. Most states have some regulation regarding "timeliness of pay"
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It also depends on your state whether the employer can pick the bank. I have no problem with requiring direct deposit if your state allows it, but I would be very uncomfortable requiring them to use a specific bank. I work for a financial institutio…
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>What does it say about Mississippi? Mississippi was one of three states that was silent on the issue.
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WA--Mandatory if the employee incurs no cost. Hope this helps. Only about 25% of the states allow manadatory direct depoit- they are -KY-ee gets pay statement and incurs no cost, LA-EE incurs no cost, ME-if funds are available to cover payroll, MA-e…
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What state are you in. We just recieved our new payroll advisor and they have just addressed this issue. They have all the states listed on the back and what the requirement is.
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You should also check with your State DOL, some have specific requirements as to how frequently you need to pay your employees and require "permission" to change those dates.
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I worked for a company where you had to be on the payroll 90 days before you were paid for holidays. I was hired in Oct so needless to say I was docked 3 days, Thanksgiving, Christmas and New Years. We have since changed our policy, but at the time…
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You really need to check with the DOL in your state. Some states require the payout of accrued, unused vacation, PTO, etc. at termination.
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Here is a brief job description of an HR Director and salary range for Little Rock, AK-not sure how close that is to you- Human Resources Director (Human Resources) Plans, directs and carries out policies relating to all phases of personnel activit…
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Did the prior HR Director have more seniority in the company, did he have more experience, do women as a general rule make less than men in your company. Not knowing the details of your case or what your current position is, it is difficult to tell.…
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Not quite sure how this is a violation of your rights. Unfair maybe that you have picked up additional responsibilities and no extra pay, but still not illegal. If the company has no intention of replacing the HR Director, I would write a new job…
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It doesn't matter what you call the report. All hours worked including ot and call time must be paid within 7 days of the end of the pay period.
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Connecticut law is very strict on how time should be reported and what timecards should look like. All hours worked need to be reported on the timecard and paid no later than 7 days from the end of the payroll period. Time cards should show time i…
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Ct law requires that the employee be paid for all hours worked within 7 days of the end of the payroll period. If they record the time on their timecard you must pay them. If they are late submitting their logs, this is a performance issue and sho…
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Direct deposit does not require a checking account. You can direct deposit to a savings account.
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Currently 13 states allow mandatory direct deposit (they are KY, LA, ME, MA, MINN, NC, OH, OK, TN, TX, UT, WA, AND WISC.. In KY the employee must still get a pay statment and incur no cost for direct deposit.
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Unless it is the first or last week of work an exempt employee who works any part of the week is paid for the whole week. If you have a bona fide leave time bank ie sick, vacation, etc. and the person has used their allotment, you are not required …
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What is your company policy on off-site meetings. Are employees required to return to work, how have other employees been handled in this situation. Remember, an exempt employee is paid for the job they perform, not the number of hours they work. …
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An increase associated with a promotion is different from a merit increase. Give her the promotional increase now and then whatever her merit increase would be at review time. If you prorate, it is more of a disincentive to being promoted.
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If your employees are working thru thier one hour lunch, they are in fact working 40 hours already and should get paid for any additional time. Employees need to be paid for all hours that "they are suffered to work". If you make a lunch available…
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Go to the DOL website for Georgia, look under wage and hour and it will tell you what the break requirement if any is.