lnelson
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Agree with HR in CA OT pay is only given if er has scheduled the ee for 9 hrs instead of the agreed upon AWS 4 x 10hr day. If the ee chose to leave early no OT pay is given per the agreed AWS.
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We are starting the automatic lunch break this week due to no one ever punches out for lunch although they take it they just do not want to spend the 2 minutes it would take to walk to the machine and punch/scan in and out. Lisa
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Can you fax one to me, Please. (408) 938-1606 Thank you.
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Looks like you covered all hours worked, OT and holiday. Should be no problem.
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If he was hired he needs to be paid for hours worked training or not.
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Since your workweek in Sun - Sat. Then the Sunday should be on following workweek. JMO, LIsa
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There are no Fed or AZ state laws requiring to pay ee for showing up and er sending them home but, I would compensate 4 hrs for showing up with intentions to work.
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We calculate by hours worked only.
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[font size="1" color="#FF0000"]LAST EDITED ON 05-27-04 AT 03:20PM (CST)[/font][br][br]Agree with Don - As long as you have all documentation (hours worked, hourly wage, etc) and pay out the taxes you are ok. Nothing saying you cannot pay cash. The …
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No you have to pay them for the half day off. You can deny the 1/2 day off. Probation period is usually in order to withhold benefits for exempts or review their performance. You cannot dock their pay even if probationary period unless full day abs…
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AJ - Could you e-mail me a copy of that,too. Thank You. Lisa [email]Lisa@amberwoodproducts.com[/email]
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The maximum an employer can charge is $2.50 a MONTH for administrative fees for child support garnishments to the ee. For other wage assignments there are no provisions for Nebraska. see website: [url]www.adp.com[/url] for confirmation Lisa
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I track vacations for 100+ ee's they accrue their time on their anniversary dates and can schedule there time a minimum of 4 weeks prior to the days off. At the beginning of the year I notify each ee of how much vacation time they have until their a…
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That is correct. If an ee is scheduled to work and is unable to do so then you are obligated to pay them for 4 hrs. I believe that is a DOL reg.
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For a standard 8 hr day - (1)10 minute break in am (1) 30 minute lunch period (1)10 minute break in pm
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It would depend on the experience of the applicant but to get a general answer try a salary search or one of these websites. [url]www.salarywizard.com[/url] / [url]www.salary.com[/url] Good Luck! Lisa
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[font size="1" color="#FF0000"]LAST EDITED ON 11-20-03 AT 06:34PM (CST)[/font][br][br]I will try to answer your questions as best as I can but I am in Ca and have different OT laws. But if Michigan is a 40 hr work week then here goes. A) Yes, that …
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You do not have to pay an exempt ee if they are not at work for the whole day, sick or otherwise, but if they show up anytime during the day even for 5 minutes you are required to pay them for that day. Why do you offer sick days to non-exempt and …
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Chris - You may be able to find information on this website. [url]www.salary.com[/url] Hope it helps. Lisax:-)
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I am in CA but I believe that all non-exempt and exempt ee's can have a defined work schedule. So to answer your question No it does not affect their FLSA. As the employer you have the right to let your ee's know when they can take their breaks and…
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Thanks for your response Gillian I knew that just wanted to get second opinion. Thanks again.
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If an option I would try a 10hr 4 day work week first. Less confusion and no "free" hours saves money and vacation situation stays the same. There may be some regs. you need to consider check with your state.
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I process P/R on a weekly basis for approx. 110 ee. From start to finish including manual calculation of timecards, data entry into payroll system, running all applicable reports, direct deposits via mail, printing check, final reports and signing …
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Need more information. What are you looking for?
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If the employer has an FSA Medical Out Of Pocket it can basically do the same thing but have it be pre-tax dollars. The employee would take the deduction out of their check then they would submit receipts for the reimbursements. The company can se…
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If he was ENROLLED in the plan at termination then yes he would qualify. The items you describe are not considered gross misconduct. So send him the COBRA forms.
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I believe she would have to wait until your open enrollment to get back on the FSA portion or it would be your standard time frame 30, 60, 90 day waiting period before benefits are granted unless you have a policy that states if rehired within such …
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Just because the employee opts not to take your insurance coverage you are not obligated to reimburse them for that decision unless the ER wants to but why open that can of worms. JMO, Lisa
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You can end COBRA Coverage if: After the COBRA election, a beneficiary becomes entitled to Medicare benefits. However, if Medicare is obtained prior to COBRA election, COBRA coverage may not be discontinued, even if the other coverage continues afte…
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Cosmetic surgury would not be covered. 5000 for Dependent Care and the ER can set the limit on the medical Out of Pocket.