moneyman
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Not knowing anything about this in regs. I have seen incentive programs that work by outlining a calculation date, like the last day of a pay period. If you are an employee on that date and you have qualifying sales, then you are entitled to the in…
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In this case, I think I would pay them a 'bonus' instead of calling it OT. If you truly want to compensate these exempt employees for additional days worked, then I wouldn't call it overtime. In reality, as exempt, they should work the time that n…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-02-03 AT 06:23AM (CST)[/font][p]We keep 5 files: personnel, payroll, medical, confidential, I-9. We have always kept the W-4 as part of the payroll file since payroll is the only department that need…
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We have released people before their intended notice time and we have paid them regular salary up until the day that they asked for release (which was only 2 weeks). I think that is only fair. However, I don't know that there is a law that mandate…
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We had an exempt employee who wanted to take over the janitorial work. It was a small office and meant maybe 5 hours a week (after office hours and on weekends). This work was definitely outside the scope of her current position (RN), but we felt …
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If paying out OT is an issue, another thing to watch for actually the opposite of the problem that you reported, it is the people who are arriving early and working whether clocking in or not. We had the problem of employees coming in early, not …
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Safety (thought is was better than just saying Witch): We have solved that one by paying everyone their "normally" scheduled daily hours for a holiday. We have some EEs at 6, 8, 10 hours days, and when a company holiday comes up, they get paid for…
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I can see your point, but another way that I can see that is that if the employee has already accrued the time, you eventually are going to end up paying it out anyway. Why not pay it now, instead of later when perhaps the wages have increased? I …
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Hey Pork, is this my wake up call? It is the end of the day and I am just tuning in for the first time today. It feels like Monday, since March we have had 2 rounds of layoffs and today we were hit with a reduction in admin staff hours, and yep,…
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I had one employment contract prepared by our attorney that stated the annual salary was "to be paid in 26 equal amounts" beginning on his anniversary date and that created the big mess when the doctor decided to leave after a few months. The docto…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-05-03 AT 11:10AM (CST)[/font][p]I think that the bi-weekly schedule can be accounted for in the same fashion. We have a 2-week period that ends on Saturday and we pay out on the following Friday. Th…
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We used to have that problem too. We first informed the employees that it is their responsibility to turn in timesheets within the specified time. Which is on Monday after the pay period ends on Friday, a reasonable request since they should have …
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We actually switched from 15th and EOM to biweekly and we added a one week lag time. We used to pay on the 15th for work up through the 15th. So, not only did we need to get people used to a new schedule, the first check was going to come approxim…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-19-03 AT 08:33AM (CST)[/font][p]I think that jmcaa can pursue these plans, IF they suit the company practices and structure, but I would not do an hour for hour accounting. Our company instituted a r…
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I agree with Hatchet too. I have been over this road many times, many seminars and the answer has always come back that with a bonafide plan, you can replace time away with leave bank time, but when the bank runs out, you still pay full days. The …
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Our answer to this problem was to re-write our leave policy and grant only "paid time off". In that fashion, you take time off when you need it, for whatever reason, and when it is gone, that's it. This was received well by the employees who never…
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I have heard of this before. The reasoning behind it was that holiday pay is a benefit granted to the employee. Many companies do not grant benefits during an "introductory" period. Our company does not grant any benefits during the first 30 days…
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I don't think I would even track for FMLA eligibility or 401(k) participation. In my offices, only full-time employee are exempt and they have a 40 hour schedule. If they are employed 1 calendar, we don't worry about hours. even if an employee wa…
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We have used the salary non-exempt in the past. They received a standard base pay which was 86.67 hours (on a semi-monthly cycle x24=2080hrs), then adjusted for actual hours worked once a month. This worked well, for most employees. We try to dis…
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We generally don't have a lot of hourly employees making overnight trips, but in the event we do, we have administrative personnel "assist" with the travel arrangements. What this means is that we basically tell them what options they have on fligh…
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We have always worked under the premise that it is okay to go beyond the rules to give the employee more benefit. The problem is to make sure that you apply the rule consistently and treat all employees equally. You set a precedence that employees…
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Our payroll company advises us that WE are responsible to watching out for the bank closures and that they guarantee the direct deposits if the payroll is processed 2 days in advance. In the event that a bank holiday fall within our payroll process…
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Do you mean that only the ones that you perceive to be time-off abusers will be asked to come in on Saturdays or use that day as their day off that week? That is how I read your response, and if that is true, I would be prepared for more than just …
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We have had some problems too with a Paid Leave Policy that credits the bank will all leave for the entire calendar year. The management felt that this was a great "new hire" incentive because beyond their 90-day introductory period, a new employee…
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We try to keep our administrative salary people down to 40 hours, but we all know that is impossible. It is so easy to cut your lunch by 1/2 hour and stay a 1/2 hour longer, it doesn't seem like much, but when you calculate that out over a years ti…
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Good post, we have similar situations. We have "office hours" and there are some jobs that require that you be here during all operating hours. There are other jobs that can be performed at other hours. We have flexible beginning times, however, …
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Thanks for finding the case. I think that the original post actually was addressing the issue of being able to charge the leave banks, not deducting from pay which is what it looks like the case is addressing. I don't think I have seen a case that…
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We continue to pay if they exhaust their leave, but the leave then becomes an unexcused paid leave and results in disciplinary action. Some salary/exempt might find that unfair, however, in our practice, we try to avoid OT and do a reasonable job o…
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I would be interested in this case too. I have attended several seminars over the past few years and each of them were consistent in stating that you can charge the leave bank if you had a bona fide plan in place that stated you could do that. You…
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Just another piece of information: 29CFR541.118 (c) Initial and terminal weeks. Failure to pay the full salary in the initial or terminal week of employment is not considered inconsistent with the salary basis of payment. In such weeks the pay…