marc
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You do not have to pay for unused vacation pay as long as you treat everyone the same. Do you only apply this penalty to those who are termed for misconduct? And have you applied the same policy in other cases of misconduct? The key here is consi…
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Local casinos allow any EE a free spin on a wheel or a free pull on a slot machine if they cash their paycheck at the casino. The free spin is for varying amounts of cash up to $1,000,000. DD eliminates the opportunity to cash the check. Good poi…
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We have struggled with this issue for a while. Some of our EEs are in remote locations with uncertain postal service and delivery has been a huge issue with one particular EE. Until she finally switched to Direct Deposit, a check was being lost or…
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I started my response by thinking this was an EE retention issue. I question whether or not you can get these presumably well-trained, valuable EEs to work for 2/3rds their normal salary instead of the 80% they are obviously looking for. Then I st…
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We also pay ahead. The EEs all want the money to help with their plans for these holidays. Helps keep them happy.
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Check the Cash Drawers out to the manager and make him responsible. Maybe then he will see that so many fingers in the till make it difficult to trace the shortage to an individual who was arbitrarily assigned as responsible. I personally would no…
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[font size="1" color="#FF0000"]LAST EDITED ON 04-23-04 AT 04:16PM (CST)[/font][br][br]There are lots of mechanisms to keep these things "relatively" confidential. The best way I have experienced involves an executive payroll system that is stand al…
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Nevada requires daily overtime pay if the rate of pay is below $7.73 per hour, otherwise it is the 40 hours in a pay week rule.
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It's OK to track hours for exempt employees. Billing purposes is one of the examples often used. As long as you are paying them by the week with no regard to the hours on the time sheet, don't sweat the name of the form.
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If they are non-exempt, you must pay them for each hour worked and time and a half for any hours over 40. If I were in your shoes, I would base the hourly rate on a 40 hour week. Yes, you may have some griping for a while but if it is a business n…
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Don D's advice is good. Your EE has sucessfully stretched the envelope to a shape you do not like and you are letting her get away with it. It becomes a question of who is running the asylum, the inmates or the administration?
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We make sure our EEs get a copy of their pay stub. Even our remote EEs are mailed a copy. I don't think you have to mail them but it isn't a large expense so why the hassle? Another consideration would be to deliver them via intercompany mail. T…
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The company must pay the EE the hours they know or should have known that were worked. It is not OK to hold up the pay for an entire pay period. When we are missing a time-card, the supervisor makes their best estimate, and always a bit on the c…
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I agree with Shadowfax. We never missed a payday, but our bank once had an electronic hiccup that caused 6 EEs checks to hit their accounts a day late. With just a little nudging on our part, they took care of any financial penalties associated wi…
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Perhaps you should get some input from firefighters or the police for handling these types of situations. I don't know how these types of agencies handle exempts when it comes to "extra" hours.
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We had this type of situation for licensed marriage and family counselors. They got $1.80 an hour for carrying the beeper, which rotated among the 4 staff involved on a weekly basis. If they had to make a client contact, they got thier "normal" ho…
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We require all internal applications for open positions to first go through HR to determine two things: 1. Is the EE in good standing? 2. Does the EE meet the job requirements? Upon meeting these criteria, the eligible EEs applications are forwa…
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Unless the EE signed a specific authorization to allow the deduction of these items from her paycheck, you are out of luck. You cannot deduct items from her check, nor can you withhold paying her what she is due. You must pursue collection of thes…
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Why would you not tell them?
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Exempt status is based on an analysis of a job description, not to prevent someone from working overtime. Why not enlist the EEs help in preventing OT. If you do not have a policy requiring OT to be approved in advance - write one. Then OT should…
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There are lots of independent contractors that can bill by the hour. Attorneys, consultants, construction contractors, etc. This is often referred to as a Time and Materials contract. Of course, their is a test as to whether or not they qualify a…
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Do you have hourly employees? How set are the owners on the change? If they really want it, then you must do it, but before you do, be ready to have issues tracking your hourly work force. The middle of the month and the end of the month rarely t…
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Exempt or non-exempt status is based on the job description, not on the EEs history with the company. So, assuming the transfer is not just a temporary assignment and if the new job is a non-exempt category, they would be eligible for OT when their…
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This topic has arisen several times recently so know that you are not alone. Most of the other threads deal with a 27 pay period year, but a bit of research on this topic will provide good yield. That said, many people are treating payroll as a cas…
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We also pay for 100% and have a rigorous look at the benefits to our organization. There is also a funds available test during the budget process. These types of expenditures are not as high a priority as direct services expenditures related to ou…
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Hi Tina, Welcome to the forum! You already have the salary surveys and most of them show ranges for job the various job descriptions. Most of those ranges have a low, a midpoint, and a high. Compare your job descriptions to those listed in the …
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As long as he has time in his bank, you can dock for part days absences with a bona fide sick leave policy in place. That will not effect his exempt status. Hatchetman is correct about Nevada following the doctrine that I am now calling the "At-Wo…
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A bad debt reserve for some commission structures is quite common. You are merely deferring the payment of a portion of the commissions until the underlying sale has proven itself. I don't know if your state law has any prohibition towards this, b…
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What frosts me about this situation is the phrase, "These are all exempt, manager level people." Don't manager level people have an idea that they are disrupting the business? Where is their obligation to getting the work done, and by the way, who…
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If it is within the same pay week, you can take time off, and in some cases, that may require time and a half, but for the most part, overtime must be paid for the week it was incurred. Even if the OT was not approved, you owe it if it was worked. …