marc
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It looks like I wasn't too clear - we do not require exempts to do this since they are never short less than a full day's absence. In that case, we will require the use of leave banks for missing any full day increments.
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We like a four hour increment, but have allowed less when an EE is out of sick leave and will also be paid less than 80 hours for the two week pay period. We require them to use vacation time to get to the 80 hours. There are discipline features…
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This feature - 1 1/2 comp time in lieu of OT pay, is for State of Nevada EEs, not for private employers. Thanks for those private emails to clear this up.
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For non-exempts, an election can be made to get the equivalent of time and a half off in comp time instead of OT pay. I believe it is only illegal to offer comp time for exempt EEs outside of the public sector. I'll bet some FLSA experts will chim…
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At this point, the EE has been taxed on all the dollars that have been run through payroll. That means he/she has "earned" all the money, as far as the IRS is concerned. You can have him/her sign a note acknowledging the overpayment and begin a pa…
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All of this depends on the way you handled the draws. Did you just advance him a lump sum or did you run it through payroll?
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It's going to be difficult for people to answer without knowing the type of industry and region for which you are seeking information. Commission percentages and base will vary greatly depending on industry, expertise, and region.
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I personally don't like to outsource payroll. When it is all said and done, it is not that convenient nor does it produce significant time savings. Plus, unless you want to pay extra, you must be able to fit into their pre-packaged reports and acc…
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Ooooops - I know that, sorry. We just hired a lady named Mindi - confusion reigns supreme.
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kdspa - how cool is that. Mindy provides a direct state specific quote and a link. You can't get that kind of help just anywhere. Mindy, your search engine talents are exceptional.
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It will take a court order to stop the garnishments. It is likely that the company receiving the garnishment will get to regurgitate any dollars received after the filing. Then the courts will see that distribution takes proper legal priorities. …
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Great restraint being shown. Isn't that highlighted in the Basic Training for Supervisors?
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Speaking of shameless plugs...........
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Hr in Ca is correct. This is driven by state law. In NV, we are not allowed to deduct for uniforms, but can deduct for most anything else.
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I think this is determined by State Law. In Nevada, you cannot fire a person for doing jury duty, but you do not have to pay them, nor even return them to the same job. You can replace them - you do not have to suffer as a company. We limit the p…
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Is there someone in the org she can ask and get a frank answer? This is not acceptable and lots of laws are in place to protect the EEs, including protection from retaliation. Perhaps a phone call to your states labor department would clear up o…
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No. Time at required training is worked time and must be paid in your normal cycle - so if you pay by the week, they must be paid then.
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I am not a lawyer and no longer play one on TV - but my take is you pay only what is earned. In the case of your agreement, the commission is not yet earned so it is not due until you have collected from the customer. ONce collected, then you owe …
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The payroll department reports to me in our org. I want to make sure that every item that impacts an EEs check is documented. There will be no payroll entries without a signed document from an appropriate level person. In our case, payroll also k…
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That would be a good idea. It would also be smart to get a note signed by the overpaid EE that acknowledges the overpayment and the repayment schedule. Some would say that is an over reaction, but I like the theory that anytime you change anything…
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We do not allow EEs to use vacation or sick time ahead of earning it, with the exception of some rounding differences that amount to less than an hour.
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If she does not agree to a payment plan, your only legal "forcing" would come through the courts in the form of a judgement.
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I think you have a case for going after the overpayment, but it depends on whether or not there was any understanding with respect to decreasing the salary when she reduced the scope of her job. I assume (hate that) that her job responsibilities we…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-22-05 AT 10:23AM (CST)[/font][br][br]Interesting question: Ordinarily, you can deduct whole days of absence from an exempts pay in the presence of a bona fide sick leave policy, which you have. Your…
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Thanks for clearing that up. If you have a bona fide time off plan, you can deduct from the leave banks for time missed from work. In our shop, I would deduct Dr.s time from sick leave or personal time from annual leave. We don't have PTO. In a …
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Please clarify, You are deducting a full days pay for missing 3 hours?
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That sort of thing can be done, although Don is right about the extra accounting it creates - especially around year end auditing and reconciliation. I don't do it here because the EE can just as easily direct all that to happen from his/her checki…
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And what happens when the check inevitabley gets lost in the mail. Late fees, possible eviction, etc. The EE looks at the company for hosing up his life and all you were trying to do was accomodate a situation of poor money management. I refuse t…
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Thanks Brad.
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Is Wisconsin the only non at-will state?