lnelson
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please send me one. [email]Lisa@amberwoodproducts.com[/email]
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Don D's Twin, That just goes to show what kind of a day I had on Friday?x:-8 Thanks for pointing it out to me.x:P
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Don D. I have to say after the day I have had here. I am sitting here trying this little task of licking my eyebrow and laughing hysterically. Not sure if it is due to emotion exhaustion or because of the scene it must be to see me doing it. Thank…
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We do the normal birthday cake and song. But on special birthdays we do something special and usually embarassing. One guy, who's wife works here, we had a belly dancer come in and dance for him. The wife knew about it and brought in a video camera…
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My boyfriend at the time(now my husband) surprised me on Valentine's Day when he picked me up from work had packed my clothes with the help of my sisters and took me on a romantic weekend where he proposed. I was in TOTAL SHOCK.x:o That was 12 yrs…
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How about "IT'S BETTER THAN DIRT CONCRETE CO." - OR - "DIGGING DOGGONE CONCRETE" Ok that's enough from me.x:D
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Taurus here. Through & through.
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Do you mean milk extraction or is the baby in the office breastfeeding? If milk extraction the supervisor sets up the location and time for this to occur usually on their normal break periods but allowing alittle additional time of 5 to 10 minutes…
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Could I get a copy of that form also ritaanz. [email]Lisa@amberwoodproducts.com[/email] Thank You.
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Did you do the Slumber Party? I know I listen/watched it. It was great to sweep the Dodgers. Go Giants!!! Hit'em where they aint!!! Lisa
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That would be great to sweep the Dodgers. Go Giants!! Hit'em where they aint. Beat LA!! I will be going to the game on Sunday in Oakland. Lisa
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Giants Junkie - (Man, I love that name) If you go to the home page at subscribers login under HR Tools there is a forms area click there go to General HR - Personnel - Termination. Hope it Helps. Lisa x;-) Giants Fan
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Go to top Right corner of for Subcribers Login Once logged in go down the page to HR Tools underneath there is Forms, and two other topics. Hope it helps.
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Manufacturing company with 100+ employees and HR handles payroll.
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We have done this before and as long as you give proper notice to those involved you are ok you must also keep them above the minimum rate for exempt employees. We did all exempts 10% across the board. It lasted approx. 2mths. then they were retur…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-01-07 AT 11:29AM (CST)[/font][br][br]It would be at his current rate of pay.
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First she needs to find out if they were serious. Once that question is answered then you can proceed. If they were serious. I believe that an exempt ee must be paid for a workweek no less than the min wage of 455/wk no matter what. They can ad…
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Overtime is not based on the position the ee is doing but on how many hours the ee is working. It does not matter which job they are doing after 40hrs worked they get OT. The PR dept would have to know which job and how many hrs they worked OT and…
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Could you issue 2 separate payroll checks one for job 1 and the other for job 2. Example: Job 1 works 30hrs at 10.00/hr check for $300.00 minus taxes, etc. Job 2 works 10 hrs at $14.20/hr check for $142.00 minus taxes, etc. Vacation would be h…
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We had a temporary swing shift in which the ees received an additional $1.00/hr until the company decided to eliminate the shift. I had all employees sign a notification that from start date of shift until company eliminated shift they would rece…
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As for the CA location it would depend on if they worked a full 8hrs in that day. Your work hrs are 7am to 330pm so using your example you would pay 40hrs reg pay and 3hrs OT. CA pays OT after first 8 hrs in a workday and over 40 hrs in a workweek…
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Frenchie, For what you are trying to accomplish your formula is correct in determining true ee count.
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[font size="1" color="#FF0000"]LAST EDITED ON 06-06-05 AT 06:59PM (CST)[/font][br][br]He was not considered a full time ee until 5-31 so I would not pay the holiday. It does not matter when he was offered the position, his first working day was 5-3…
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I am trying to follow all of the postings but I think I understand where Pork is coming from bear with me on this... EXAMPLE: There is an agreement between ee & er to pay $750/wk for 55hrs of work. The rate is calculated at $12hr for 40 hrs &…
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Don D. - I agree and I may not have articulated myself properly HCA can reduce the ees schedule and charge for the benefits. What I was trying to state was more on the morale of the ees by doing both. The company may be able to avoid pissing 25- 3…
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How many ees will this affect? Would it be a substantial savings for the company to do this?
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EEs can work 36 hrs and still be considered FT. Unless your co policy states 40 hrs is FT. You should not have a problem with cutting 4 hrs off the schedule the ees may be able to collect UI benefits for reduced schedule. As far as benefits it i…
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What happened to just using Th for Thursday? 8-}
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Don D - I am as curious as you are and have asked him what the reason for the request was so that I might in some way be able to assist in obtaining his goal. As yet I have not gotten a response. As soon as I know I will let you know. Lisa x;-)
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Thanks - I just wanted back up on my thinking it being Friday and all. I have informed the ee that we will not be able to accomodate his request as it goes against the overtime laws of our state. Thanks again. Lisa