marc
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Non-exempt in my opinion.
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Check your job descriptions closely. As Don said, it is likely the Department heads are exempt. As for those under them, degree or not, it is possible that many are non-exempt. Perhaps your research staff might rise to the level of professional e…
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The issue is to determine on which amount the company is using to calculate withholding, fica and medi. IF they are calculating these things before the deduction, then this is like one of many items that can be deducted from the EEs check on an aft…
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Welcome to the forum, DMB. Just to clarify, Shadowfax is unlikely the author of the sample policy posted on the web. He is one of those practicing professionals that participates on this forum when he is not pretending to be Will Rogers. So don't…
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Yes, it will always have been wrong, but more than that, when the EEs finally file the tax returns for the year in question, their information will not match up with the taxes paid to the IRS and the fun will begin. That's why the website given ear…
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As to the withholding and p/r taxes, they would have been paid when the p/r was run. After all, these were paychecks that came back. Presumable withholding, fica and medi were taken out and transferred in normal course to the feds. The EEs earned…
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I understand. My point is that the amounts due will need to be forwarded to the state if you cannot locate the ex-EEs. You will also have the W-2 issue to deal with at the end of the year.
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Just a "by the way" comment. You should check your State's escheat laws. Most have a requirement that this sort of obligation be given to the State after the passage of time. Usually around 3 years. I believe it is illegal for you to just void t…
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Well stated Don.
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We pay the all the EEs with no charge to any of the leave banks. Fortunately, this occurs very rarely.
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You cannot deduct anything, except mandated taxes, from the EEs paycheck without specific, signed authorization to do so. Not allowing the EEs to go negative is an obvious answer, otherwise, as Jame's suggested, get approval from them when the vaca…
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We are also a non-profit and rely heavily on grant funding. If one staff person can come in, most likely all can. We had 6 1/2 feet of snow in the week after New Years - two early closings and two all day closings were the result. From a safety p…
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ParabeagleX2 is just as good as the undoubled one.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-25-05 AT 09:39AM (CST)[/font][br][br]By comparison, new graduating accountants in are often brought into the CPA firms at salaries at or above those that have been working up to 3 years. It is an unf…
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I found seven criteria at the address below. [url]http://www.dol.gov./esa/regs/compliance/whd/whdfs13.htm[/url] Here are the 7, but additional text above and below on the web address will give you more information. Hope it helps. 1) The extent t…
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Absent a union contract or creating pay differentiation for illegal Title VII discriminatory reasons, it is OK to pay people differently.
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Maybe you should just offer a shift premium instead - it might be easier to administer and cause less questions.
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In our shop, EEs don't just get to "elect" to go to training. We require approval of their immediate supervisor and I look at it to make sure it is budgeted for. The approval process makes sure it really is work related and that the EEs can be awa…
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Just a couple of comments that are probably obvious - 1. If you are making a change in an existing policy, some demarkation line, such as a 30 day notice change and a published "effective date" would be wise. 2. For consistency purposes, the po…
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No, we don't deduct for partial days, but we could.
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We do it in the situations Mushroom describes, and do it consistently. If you don't, you can find yourself in some deep stuff.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-23-04 AT 04:23PM (CST)[/font][br][br]I would first review job descriptions with the idea that these vocational service coordinators might be exempt from overtime. There is probably a wide gap between…
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You have access to confidential payroll information. It is a constant temptation to compare yourselves to others just because you have the information, but that does not make it right for you to use that information in the manner you suggest. If y…
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If EE retention is what you want, you should consider the suggestion to waive the benefit copay, unless that is an important part of the savings the dept head needs. RIF's and employee retention seldom find company in the same sentence. If I were …
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Agree with Parabeagle. Salaried non-exempts is a valid category, as long as you pay OT when earned. As for the forced vacation, this is also our policy. EEs get a certain amount of time of each year, which we plan for. Allowing them to get even …
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Taxable.
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You need to be more specific. Items other than those you listed are likely taxable.
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We do that exact thing for Marriage and Family Therapist, who happen to be licenses. You did not mention any licensing, but I think it is required for most of this type of counseling.
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This comes down to what your state will allow. Not all EEs have bank accounts, so lots of states require the ER to have some provision for those EEs that cannot or will not get a bank account. A recent thread discussed a bank-type card that you co…
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And as long as you have time in the leave banks, this is acceptable. There gets to be an issue when you run out of time in the leave banks and cannot make the check whole. If I remember correctly, you can dock in full day increments then, but not …