marc
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We do it that way also - that is correct the payment on the next check. By the way, it can work the other direction as well. Hours paid that were not worked can be subsequently corrected - or hours paid as work time that should have been sick or…
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lorrie, I have to disagree with respect to employment debt. If this is a general debt, employee advances, equipment that has been checked out to the EE and lost or damaged; those types of debt cannot just be deducted from the EEs paycheck without s…
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You cannot take anything out of the EEs check without their specific, signed authorization. If he/she will not agree to your suggestion, then you have to act like any other creditor and go through the courts to get it done. You must have had a sit…
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Absolutely. I am not sure how the exemption works for outside sales people, but as long as you are not paying based on the check-in as the beginning of the day and the check-out as the end of the day - like a time clock - then you are OK. Even e…
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LivinD is correct. You can even use some sort of time clock to track attendance. Just don't use it for pay purposes. Go ahead and start the discipline process, but be ready for the "complaint by comparison" feedback. The EE will undoubtedly desc…
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We budgeted 2% for January 1st implementation. We are hoping to get to 4% if the funds are avaible. Tight budget year for this non-profit.
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As long as you can determine that you are not underpaying this EE for the additional duties, the FLSA considerations would be met. LivinDon has made an excellent point about the need to segregate duties. Examine the duties of the two different pos…
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Is the pay for the treasurer position greater than 1.5 times the hourly rate this person would receive as the city clerk getting paid overtime for the extra duties?
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Concur with Ellen. IF you do not withhold, Uncle can come back against you for not doing so. Not only you the company, but you personally as the decision maker.
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We used the pro-rata approach until recently. We now do not pay part-timers (those under 30 hours per week).
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Hi Ilene, welcome to the forum! As Shadowfax and HRCalico confirmed, there is a difference between the public entity and the non-profit world. Compensatory time off is a no-no in the private sector. For the hourly (non-exempt) EEs, you must pay f…
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Exactly, probate will occur and if you do not run the dollars through probate, you are potentially liable for the money probate would have otherwise administered.
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We have a "Caregivers Support Network" program that has 7 EEs and 1 supervisor. When Childcare Centers have absenteeism, vacations, etc and need help maintaining ratios as required by licensing, they call us. Our EEs are all full-time and receive …
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That is certainly an expedient way to do it, and you may even get away with it. However, to be bullet proof, you need specific signed employee authorization to deduct anything from his/her check except for required taxes and tax withholdings.
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We have had local university students who worked part-time up till graduation, then we took them on full time. Once committed to a regular, full-time schedule, we offered them all the benefits.
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Add me to the list. Like Shadowfax, I have left the site - even coming back later, but by then some of my great input (x;-) ) is lost forever.
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We allow the EEs to make-up this kind of time frequently.
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I don't think it is illegal. You can get into timing issues with respect to quarterly reports, payment of withholding taxes, etc, especially at the end of a quarter. The other time this is an issue is at the end of the calendar year. Technicall…
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It was my understanding that once the leave banks were exhausted, you did NOT have to pay.
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We have a timesheet for exempts that just tracks usage of leave banks.
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Definitely get the CPA's in on this one. There are structural considerations that can reduce or eliminate the tax consequences to the CEO.
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I did the same thing back in the winter of 99 (sounds so much more dramatic than 5 1/2 years ago). There are lots of changes to be made when you make this transition. Non-profits need the for profit mentality in many areas, HR included. I would s…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-29-05 AT 10:45AM (CST)[/font][br][br]I have not heard that. We are also a non-profit, just a few miles from the CA border - so we have a fair amount if interstate activity. Sounds like I have some r…
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Any deductions from an EEs paycheck, except for required withholdings for taxes, fica, sdi must be approved in writing, with specific amounts indicated therein, and signed by the EE. If the EE refuses to sign said document, you may not deduct - but…
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Please do not post the same question in two different areas - it ruins the flow of the thread. See answers on your other post.
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I know lots of companies do this, but that does not make it right. I think the answer lies in the definition of contractor vs employee. If the individual in question meets the definition, they should be paid through payroll. This would obviously …
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Yes, exempts can be worked 8 days a week, 28 hours a day with no expectation of additional pay. That is part of the prestige and glory associated with not having to fill out a timesheet. Sure, it is his responsbility to get the project done, whi…
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Ease of processing and a less rigid timekeeping requirement. Ease of processing - you can process the basic check faster and adjust for any missed OT in the following check. This can allow less time between the end of a pay period and the actual p…