marc
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We have looked at this issue but stopped short of buying the software, but only because it was expensive (we are a non-profit), and not all of our EEs have access to PC's. But I like the idea of automated time processing with respect to calculation…
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I think the email is insufficient unless you have some of the fancier software that has signature certificates. You need the authorization in writing, contermporaneously dated and specific as to description and amount.
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Don D is correct. A speaker I recently heard indicated a three tiered scale. Excellent, Doing just fine, and Needs Improvement. The old 5 tiered scale is too much like the A,B,C,D,and F scale from school. My parents did not accept C's from me an…
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This topic seems to come up regularly. The fact is, exempt staff can be paid in a variety of fashions. The method of pay does not destroy nor give merit to the tests associated with a positions status as exempt. If that were the case, just paying…
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I think Circular E from the IRS has withholding schedules for these types of payments. You should check it for the suggested percentages.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-08-04 AT 10:34AM (CST)[/font][br][br]I don't understand your question about SSN's being taken away, but you can use the ITIN in your system for W-2's and 941's, etc. This is the number the EE will us…
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It is used in lieu of SSN for payroll tax reporting purposes. I don't know if it stands in place of SSN for benefit purposes, but I bet your carrier knows. It is likely, but let them tell you.
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This topic comes up frequently and you get some great information by researching the other threads discussing this topic. That said, you should not be deducting anything from an EEs check that has not been specifically authorized in writing. This …
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And of course, the EE cannot be doing any work during the break. If any work is done during the 30 minutes, it is no longer a break, they are considered on the clock. Part of the questions asked if the EE could bank the break from one day and doub…
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We had a similar program that recognized an hourly rate while therapist wore an on call pager and a salaried rate for the rest of their work. The key to this (as others have stated) is the classification as exempt or non-exempt. You need to carefu…
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Bonuses? The not-for-profit industry rarely gives out bonuses. However, other companies I have worked with all had annual bonuses. No specific formulas, they were all discretionary, usually by the CEO, who looked at a combination of how good the …
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Be careful you do not incur personal liability with respect to not reporting payments made to the EEs. If you have w-2 responsibility under your hat, you may be considered personally liable for not including the cash payment as taxable wages. Talk…
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You have management discretion for sick time? That sounds pretty unusual to me. I would have large concerns about the ability to prove consistent treatment with respect to protected classes of people. You might want to consider a set limit apply…
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You might need to fill in a bit more background to get meaninful responses, but in a general sense, if they made the deal and it closed, they get the commission. If another sales rep has to pick up the contact and complete the work, then a pro rate…
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If the usage is on company business, I would have a hard time deducting the costs. If it was personal usage, I would do it in a heartbeat. Keeping in mind that the legality of payroll deductions is getting more and more regulated. Many states req…
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Posting twice in the same forum probably will not significantly increase your feedback.
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[font size="1" color="#FF0000"]LAST EDITED ON 12-10-03 AT 11:07AM (CST)[/font][br][br]You may need to learn a bit about the Cash basis vs accrual basis. Just because a paycheck hits January 2nd with 80 hours pay in it does not mean the wages were e…
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You have a deal! I do want to learn more about the deep fried turkey and the tree-dwelling dear.
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You are getting worked up over nothing. Is your payday delayed? The first payday is probably entirely earned in 2003. Do you pay by the hour? If so, you are only paying for hours worked or otherwise earned per your policy - so there is no extr…
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Our state requires a 7 day notice in writing of any pay reductions.
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I don't think you are in trouble. This arrangement was chosen by the Sales Rep, presumably with full knowledge regarding the commission structure, including the bad debt reserve. From the Sales Reps side, it could be looked at as a disincentive, b…
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Is this part of some employment contract? Or is it just a policy that the sales force signed up for. Either way, somewhere you should have this EE's signature on the dotted line about how your commission payments work. In which case, you are on s…
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Just to clarify some of the earlier posts, if you have a bona fide sick leave policy, and the Employee is out of sick time, you may dock an Exempt EEs pay when they are out a full day or more due to illness. If they showed up for part of a day, I t…
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I ama assuming you are asking about a non-exempt EE. Each week is looked at all by itself. In week one your EE puts in 44 hours. So 4 hours must be paid at 1 1/2 times the regular rate. Week two, EE just gets paid the 36 hours. No banking of …
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Check out Hatchetman's response to a current thread title: Two jobs, same company, different exempt status. He answers this questions and gives some EE options about the OT rate. Is it Bilbo as in Bilbo Baggins?
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Not if they are non-exempt.
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Hi Safety, You will find this a significant issue for your ees. They will complain about the timing of the checks versus their bills, they will complain that two of the 2-week checks does not equal a month and they will completely ignore the two m…
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I know it was discussed in the last couple of months, but I do not remember the name of the thread. A general topic search will probably pull it up for you. We are estimating 4% for each department to use as a pool and distributing it within depar…
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[font size="1" color="#FF0000"]LAST EDITED ON 11-11-03 AT 02:43PM (CST)[/font][br][br]In Nevada, Daily OT is paid only if wages do not exceed a hourly rate floor or if the EE is over 40 hours for the week. Do not know about California.
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I think the intent of your policy is OK, but the implementation has you in a box. It is my opinion that if you originally agreed to pay them a different rate that you cannot change that rate without their express, written permission. However, if…