mushroomHR
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We have attendance sheets for exempt employees. We just mark an "X" in the box if we work all day, a slash if we only work a half day. Our sheets also have a column for vacation and personal days. We mark an "X" in those boxes as well if we take …
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Not suspicious Ed--just cautious.
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Ed: Why don't you post your good news on the Forum for all to read? Or are you trying to gather e-mail addresses for soliciting?
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We have discussed this topic at length in previous posts. Do a search and you will find some helpful information.
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We deduct exempt employees for the full day. The only reason being is that we have some exempts who never work any hours over 8 and if we started to pay them for their days off they would take advantage of it. We tried this in the past and got bur…
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I too had this problem. We have now tied it into our attendance point policy where an employee will be given points for not clocking in or out. We had too many people who very conveniently would "forget" if they were running late. Now if they for…
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Our exempts fill out a daily time sheet indicating whether we were in the office all day, half day, or had to leave for X hours. As long as our pay isn't affected this is perfectly legal to do.
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We are a manufacturing company with 200 employees and a point-based attendance policy. I too agreed with the above posters.
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We never close due to weather x:'( However, if we have to close because of a power failure which has happened in the past, we let our non-exempt and hourly employees use a vacation or personal day. They can take the day with no pay though if they …
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We are a manufacturing company and pay the shift differential for everything.
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If the employee leaves for a half day or more we deduct from their PTO. If they take less than a half day we don't deduct--we just pay them for the few hours. If they're out of PTO we still pay them for the entire day. Fortunately we've not had a…
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We do it if the exempt employee has no remaining paid time available. Of course, we don't do it if an employee comes to work, works part of the day and then leaves. In this instance they get paid for the whole day.
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We make up the difference in pay between their military pay and the pay they would have received from us. As for their insurance premiums I have them pay me directly with a check if they are going to be away and not collecting a paycheck through us…
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The decision is made. We will be issuing the checks through our payroll system rather than having the insurance company issue the payments. They will still administrate the claim, tell us if it OK to pay and for how long. We will issue the check …
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We were paying the employer's payroll taxes anyway. We were only using the insurance company for administrative purposes. This is not a fully funded short term disability arrangement. It will be easier for us if we go on an advice to pay and issu…
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[font size="1" color="#FF0000"]LAST EDITED ON 08-26-04 AT 02:50PM (CST)[/font][br][br]Our reservist is usually gone one weekend a month without missing any work. Once a year he is gone for two weeks. I'm not aware of any reserve training that woul…
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PORK: I agree with you however, our VP of Ops. thinks differently. He wants the guy to keep working until he gets himself fired for attendance points. Makes no sense to me. I would have fired him after his second no call/no show. This past Frid…
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The only discipline this employee is getting is attendance points. Once he reaches his point limit he will lose his job. This person just started working for us two months ago and is scheduled to go on our insurance coverage soon. I would like to…
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We're a private manufacturing company as well and we count vacation, personal, and holiday time when computing overtime. Yes it would cut down on expenses and probably absenteeism but things here will never change.
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Keep your employees happy and pay them early. Why make them wait over a weekend or holiday. It will make for better morale.
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Our company counts PTO as time worked and would pay overtime if an employee worked (in one week) three 8-hour days, took one vacation day, and worked a 10-hour day for a total of 42 hours. 40 reg plus 2 OT. I've tried to get them to change that pr…
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We are observing the Christmas Day holiday on Thursday, 12/23/04, and Christmas Eve holiday on Friday, 12/24/04. We'll be doing the same long weekend thing the following week for New Year. Our company always tries to shuffle the holidays so we can…
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We also don't require employees to use PTO if they are on FML or STD--only if they take a personal leave of absence. I've had cases where an employee uses their FML and STD for 12+ weeks, then comes back to work with three weeks vacation on the boo…
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My employer pays 100% for employee memberships. Of course they review the organization before they pay to make sure it is a worthwhile to the company. I belong to SHRM and I'm greatful that my employer pays my dues.
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You may want to check with your state's department of labor for any state laws on the books.
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Our employees get all of their vacation for the year on January 1 which is how they are able to schedule it all at once for the upcoming year.
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Let them take a personal leave of absence without pay.
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You can only suspend without pay, an exempt employee for a full week. However, if they violate a safety rule of major significance, which include only those relating to the prevention of serious danger to the plant, or to other employees, then you …
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I agree with Don D. We are a manufacturing company and have the same problems you are experiencing. We check with the supervisor, pay the employee if the supervisor confirms the employee was working, then handle the failure of clocking in/out as a…
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I will not drop a spouse or ex-spouse from coverage until the divorce is final and they show me a copy of their final papers. Dropping someone on an employee's word is too risky for me as they may be doing it for spite. I prefer to leave the spous…