marc
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I may not have a complete handle on the new regs, but one of my understandings is that if the employee is non-exempt, then they must be paid time and a half for overtime. To my knowledge (limited as it is) the requirement to pay OT did not change. …
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Must be time and a half.
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Reprehensible! Ironically, the supervisor is probably an exempt employee and would get paid for the whole day anyway. I would definitely discipline the supervisor which might include termination, but I would need a bit more investigation as to wha…
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You are correct and with than admission I will apologize the DMG for being a bit glib with my initial response. There are certainly other factors one should consider when adding an employee. Some of these costs come with a new employee that would…
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You have some good, common sense replies. I would just add that the duration of the expected OT could be a factor. If it is just for a few weeks because of an expected short term surge in sales or because of a special non-recurring order, then it …
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My wife regularly accuses me of being a feeler. While I won't respond to that, my CFO hat says it just makes simple business sense to eliminate productivity barriers wherever feasible. Don't go starting any rumors about me having a heart, Don D al…
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Yes, there can be significant issues when advances/loans get out of hand. One of the cornerstones of our approach is that it is entirely discretionary, arbitrary and capricious. I have turned down plenty of advance requests. Some of them are so b…
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We are generally against advances of this sort, but as you said, there are sob stories. The trauma is always real to those needing the money and who cannot relate to these tough times? I know I have had some needs in this area. Here is my approach…
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Beagle - I would like a copy as well. 775-856-0149 is my direct fax number. Thanks in advance.
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Well done Mwild. Your internet search skills are still incredible - I have missed your insight and expertise and am glad you are starting to post again.
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In my experience, it has always been easier to find a job while you are still working that to find one when you are not employed.
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I would definitely detail a response, but that is just addressing symptoms - the real problem is something else. Your relationship with the CEO has deteriorated - perhaps through the intervention of someone who has his ear, but is not on your side.…
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FLSA people would love to get their hands on this information. I would suspect he is not the first EE they have had their way with. Have him start looking for other work while your state DOL looks into the allegations. Is it possible they pay a l…
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Some people don't get that workplace violence can be something as simple as blocking a hallway thereby preventing another person from using it. One person may have made contact with the other - brushing by them to get past them, but if the blocking…
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We had a similar situation between Supervisor and one of her staff. They were having a loud disagreement, the staff member said she did not have to take this kind of language and walked away in a huff. The supervisor grabbed her upper arm and turn…
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You must have employee's specific approval to take anything except mandated taxes from their paychecks. Lacking such approval, you have recourse through normal civil channels.
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Looks OK to me. Even though you are not stating it this way, you are simply paying a temporary shift premium to the employee filling in.
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Here is a thought, how about a classic cost benefit ratio? I understand this looks at the kaliedeoscopic HR world as though it can have some black and white to it with some linear thinking solutions, but it is worth a try. Perhaps some of the acco…
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No.
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Yes it is legal. Could it have been handled differently? Yes, the person who gave the EE the raise should have also been the person who took it away, and the reasons should be laid out then. It is an understandable company position. The EE's cir…
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Most of the numbers that get bandied about are designed to stop you from asking these types of questions. The fact that you are thinking makes you a dangerous American. I salute you.
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There are a number of things to consider when analyzing which way to go. I have been involved with companies who have done both. A third option to consider is a car allowance, which can be calculated to cover payments, insurance, gas, maintenance …
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Yes, just the hours worked here.
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And make sure you have the EEs prove their identify if you do not know them on sight. In my old CPA days, we would occasionally show up on payday at a clients request and hand out payroll and require picture ID and a signature for each paycheck. …
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That is news to me. During an election year it is unlikely that republicans would go there, that is more of a democrat ploy. Oops, I forgot my personal pledge not to mention political parties.
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It sounds like she is engaging the company in an attempt to defraud a formidable adversary - the IRS. It might be legal, but delaying the payment of wages earned by a fiscal year might raise the IRS eyebrows for one. Also, engaging in some attempt…
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No, I don't think so. The Nevada laws are mostly silent in this area. You do not have to pay out unused vacation time in Nevada upon discontinuation of employment as long as you are following a consistent policy. I think you are OK with this po…