marc
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Even so, giving up a job for a few dollars here and there seems like cutting off your nose to spite your face.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-03-04 AT 01:11PM (CST)[/font][br][br]You may not want to hear some of this, but it is OK to track exempt EEs hours for attendance purposes. And while you are technically correct about the 40 hours, y…
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Atrimble, are you saying you were punished for abusing attendance policies?
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[font size="1" color="#FF0000"]LAST EDITED ON 12-02-04 AT 12:37PM (CST)[/font][br][br]The "similar duties" part is the kicker. Ours is hourly, but would not be involved in any interviewing or sitting in on disciplinary sessions. Edit. I would add…
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I don't know how it got lost, probably some user problem on my end. As best I can reconstruct it as follows: You cannot deduct anything from an EEs check without his written permission specifiying a description and amount, except for required taxe…
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This was posted twice, see the other post for my response.
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As they say in Fargo, "There you go!"
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And from another pespective, the part-timers do not have to be paid as exempts just because they may meet the definition. It is Ok to pay them by the hour if it works easier for everyone. As part-timers, OT pay should not be an issue. Down-the-Mi…
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This may be advice you do not want to hear, but this type of arrangement really bolloxes up the works. If you begin allowing this for one, others will want in on it and before you know it, you are paying time-and-a-half for lots of "extra work" tha…
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I sometimes take things granted. I have always had freedom over my schedule, mostly because I take responsibility to make sure the work is done - if that means an all nighter or working all weekend, then that is what it means. It also means if I a…
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I am also not sure what you mean. I am CFO and HR Director. One way to look at this is that I am part-time in both positions, (although I seem to put in enough hours to be near full-time at both). But as Stephen indicated, either position would b…
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Of course it would be difficult. The EEs in the acquisition company are currently makeing less than your EEs. If the acquired companies are kept legally separate then their knowledge should not be any different than it is today. You indicated tha…
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Acquisition strategies are as varied as they come. There are myriad ways to structure this, but it takes some high level planning with respect to your intentions post merger. One easy way to do it is to keep them as a separate company with their o…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-16-04 AT 12:13PM (CST)[/font][br][br]Kathi and Rocky have hit the nail on the head. Companies that provide company cars to EEs are supposed to make an adjustment on the EEs W-2 at the end of the year…
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That is a great formula for averaging, but it does not hold true for some pay periods. Just consider February alone.
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This is a nightmare! Trying to track this without the benefit of payroll software would be a real problem. We are non-profit also, but do not have a federal requirement in the contract to pay the way you do. We switched from semi-monthly to bi-we…
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Thanks for the order HRCalico. They ship those things out pretty fast. Did you order on our web site? It's a fun book to use with your kids. Hope you enjoy it. As to the volunteer question, this can be a can of worms issue for non-profits. In …
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Thanks for clearing all that up Popeye.:oo
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The tax treatment for disability payments through an insurance policy depends on a number of factors. In our shop, we require the deductions to be taken out of the EEs after tax paycheck. That means the payments are not taxable when an EE receives…
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I don't recognize the scenario, but if non-exempt EEs are working, they should be paid.
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I agree with amwkim's point.
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Back in the day, as a young CPA, my audit partner always said he would never work us more than 24 hours in a day --- unless it was busy season.x;-)
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With a bona fide sick leave policy, you may deduct time from the exempt EEs sick leave bank. As Parabeagle said, look to your policy and apply consistently to all EEs.
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I agree with the input so far. The only thing to add is that the 15 minutes they are working during the lunch break must also be paid.
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I think there are problems with this. It is my understanding and belief that you cannot avoid paying time and a half to the non-exempt EE with this type of mechanism.
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Yes, you would have to pay the overtime. I think there is a formula for blending the pay rates (if they are different) to come up with the OT rate. You can try the 1099 route, but in my opinion, that would fail if you were ever audited for it. Th…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-17-04 AT 12:54PM (CST)[/font][br][br]I agree with Don - the attitude is the red flag. Thee EE and ER agree on a wage for work and the ER gets to set what the work looks like with respect to it's deta…
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I agree with Lindas response. Don't withhold the pay, do discipline.
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Why would a company every pay anyone by the hour if that means they get 1 1/2 for OT? All the company has to do is put everyone on a weekly salary and then work them overtime. Way cheaper than hiring additional staff.
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Thanks for posting than info. Do I understand this correctly? If you work a salaried non-exempt person more hours than 40, their rate of pay after the 40 hours actually goes down??? If this is correct, this is counter-intuitive to me. I can te…