marc
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Njjel has mentioned part of the solution to your problem. You cannot withhold pay that for hours worked that you knew about or should have known about, but you can discipline the ees in question for not following your procedures. Following a progr…
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Ok I said it and now the people in the next office are wondering even more about me.
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mwild has proven herself an excellent web researcher once agian. Follow the link for some good information. Your friend can contact the attorney or go through state agencies with the questions that follow.
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[font size="1" color="#FF0000"]LAST EDITED ON 10-18-03 AT 04:19PM (CST)[/font][p]Probably, but I do not think it is a big deal. If a complaint was filed, they would likely say just pay him and the harm would be eliminated, but that does not mean yo…
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I think you have to pay him. You may be right about this ee being involved with the missing money, but he is innocent until proven guilty. Don't compound the issue with needless FSLA violations, let the constabulary go after him for the theft. …
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Go to the HR har de har and look for Margaret Moford Sky Diving for an inspiring picture.
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You can work them 8 days a week and 30 hours per day - they are exempt and get to go home when the work is done.
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We don't require a 40 hour work week for exempts, but we make sure they have enough work to take them at least 40 hours to finish. Our philosophy is if your work is really done, go home. If it becomes a trend, we did not give the individual enough…
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I responded earlier, but somehow the post did not make it to the forum. I must have clicked to fast. The exempt ee should not get paid anything for doing more work, even if it is not their regular job. pay them OT and you put their exempt status …
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Sounds to me like you may be jeopardizing the exempt status of your B employees by paying them OT.
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We also require all available sick/vacation time be utilized before any leaves are granted. I agree with the interminttent leave suggestion, and it should be tracked that way. Keep that FML clock ticking for every elligible hour. That can save yo…
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Now I cannot get the song out of my head.
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We also require 6 months, although this can be overridden in special circumstances, such as a significant increase in job duties or responsibilities.
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Also a 60 person employer, a non-profit in Nevada. We offer 12 vacation days and 12 sick days each year up to 3 years. After 3 years the vacation goes to 3 weeks.These days are earned pro-rata each paycheck. We give two personal days at the begin…
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Any deduction from the paycheck must be specifically authorized. The handbook receipt and the policy therein are not enough. The authorization is for a specific deduction and amount or a series of deductions and amounts.
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It used to happen here quite frequently. Once we took a look at what was going on and analyzed our exposure, we tightened up the whole process. It now occasionally happens through oversight, but we look at after every payperiod now. Occasionally o…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-19-03 AT 05:42PM (CST)[/font][p]The payment for vacation not earned is considered a "loan" in this case, not an accidental overpayment. Loans cannot be deducted from a paycheck without the signed aut…
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My understanding is that you cannot deduct anything from an ees check without their written permission, regardless of handbook provisions.
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We used to have these classifications and further paid twice a month on the 15th and EOM. As a small non-profit, none of the ees seemed to mind. Growth hit us and we exceeded 50 employees and had to grow administratively as well. We finally spent…
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3% pool for each department. Managers suggest merit raises within the pool based on perforance. First review is 6 months from hire date, then annual. As soon as practicable, we do them on a calendar year basis right before raises. Raises are mos…
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[font size="1" color="#FF0000"]LAST EDITED ON 09-17-03 AT 04:34PM (CST)[/font][p]We gave a "pool" of dollars for the Department Director to split amongst eligible employees. Last year was 4% which was combined COLA and Merit with no distinction mad…
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Pork is correct. Ditto on the welcome.
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We have a "pool" of vacation time that ees can contribute to that can be used in emergency situations as defined by HR and our Executive Director. This sounds like a good example and as Don D and Pork suggested, this is a great time to show support…
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So what happens if the exempt employee with a 20 hour schedule works 25 hours? No adjustment in pay?
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Probably the one who can afford a lawyer too. Not a fun situation. In Nevada, you do not have to pay vacation in a termination, unless your policy states that you do. I don't know how a lay-off would be looked at. We require two weeks notice to …
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We have had success reversing the autodeposit, although it takes some time. Also depends on the money still being there. If it has been reduced by bank fees, bounced check fees, etc. you may not get it back. The face-to-face or phone call with t…
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Just to offer a reason for this, in Nevada, many of the casinos offer a free spin with a chance to win some big money if they cash their paycheck in the casino. Of course, they hope to keep a little bit or a lot of it before the person gets out the…
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Helena, If you have not been overwhelmed by these requests, please add me to your list. [email]mnicolet@childrenscabinet.org[/email] or fax to (775) 856-0149 Thanks a bunch.
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Sounds like fun. I think the temptation to eat my way out would be too much for a guy who has been off that stuff for several months - low carbs don't allow sugar. My wife has some friends in the Phoenix area that had one of these parties and ar…
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Hi Jennifer, Welcome to the forum. If you read post 17 from Hatchetman, subparagraph (3), you will see that you can in fact deduct a whole days pay from an exempt person if the conditions described are met.