mwild31
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Hi swynia It's irritating, but it happens. You can't force anyone to keep their paperwork, so if they request copies, give 'em the copies & be done with it.
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[font size="1" color="#FF0000"]LAST EDITED ON 01-14-05 AT 12:25PM (CST)[/font][br][br]I don't have an answer, but I have a link that might be helpful: [url]http://www.delawarenonprofit.org/JobsFAQ4.html[/url] Also, the link to Abbot and Langer is:…
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We don't pay for time spent traveling from the non-exempt employee's home to the designated meeting spot or the airport, bus terminal, company owned vehicle, etc. We also don't pay for the return trip to their homes from these places. We only pay …
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[font size="1" color="#FF0000"]LAST EDITED ON 07-15-04 AT 05:47PM (CST)[/font][br][br]The record keeping provisions of the FLSA don't stipulate that time clocks must be used - simply that the ee's time is recorded. [url]http://www.dol.gov/esa/regs…
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Yes, you will have to pay overtime. Alabama follows the federal rules in this regard. Here's the link to the US Department of Labor: [url]http://www.dol.gov/dol/topic/wages/overtimepay.htm[/url]
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x:-) Parabeagle - do you have the side by side for Washington? If not, I do & can send it along.
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thanks marc! x:-)
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[font size="1" color="#FF0000"]LAST EDITED ON 07-01-04 AT 01:45PM (CST)[/font][br][br]I think she's right, partly. Any vacation balance she has at time of termination/resignation should be paid, however, nothing is due after the termination date. …
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Nope. They work now, they get paid now. Tell 'em to put the extra 2 1/2 hours they're paid into savings accounts.
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We retro back to anniversary date - although this will change in a month as we are going to annual wage reviews/increases during the month of January. Agree with other poster - unless you somehow tie the need for timely reviews to the supervisor's …
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[font size="1" color="#FF0000"]LAST EDITED ON 12-02-03 AT 12:15PM (CST)[/font][br][br]Hi 2406663 - you need a salary survey conducted before you could even begin to determine an actual wage that works with your company & is competitive in the ma…
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Yep x:-) [url]http://www.dol.gov/esa/regs/compliance/whd/whdfs23.htm[/url] "Overtime Pay May Not Be Waived: The overtime requirement may not be waived by agreement between the employer and employees. An agreement that only 8 hours a day or only 40…
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Yes - do a search on this site for the type of wage & hour questions you need answered. Also, check out your state website for any state specific wage & hour laws & then go to this site to answer federal questions: [url]http://www.dol.g…
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x:-) I wasn't trying to set Pork up - I was having a blonde moment. I was feeling kind of dumb about not knowing more about the EEOC when San Francisco helped me out. My response of 'we do to' or something to that affect, should have had another r…
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Our DOL does as well.
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So, the EEOC can sue & get back wages payable to the employee?
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Hiya Pork! I think going to see the EEOC is a great recommendation! Fortunately(?) I haven't had the pleasure of working with that agency much, so I'm unaware of their scope regarding awarding back wages to the employee. Could you enlighten me? M…
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Hi Leslie - as we've already determined in another thread - Texas follows the federal guidelines for wages - this link [url]http://www.dol.gov/dol/compliance/comp-flsa.htm[/url] will help you and your friend in your research. Without knowing how t…
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Don't put it in your handbook - instead meet with the employee & state the expectations of senior management. Also, don't forget something you already mentioned - if the employee's work is truly cyclical in nature, then I bet there are times wh…
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Again - Golf, look at the FLSA guidelines provided - but don't pursue anything until you find their counterparts in Washington State.
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Since your from Washington and WA's laws favor the employee - use this site: [url]http://www.lni.wa.gov/[/url] It's not as easy to use as other state, but type in FLSA into the search & you should get your answers.
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In situation (B), they can't be exempt if you're paying them OT. They can be salaried and non-exempt. You should reclassify them as such. In situation (A), it's okay to set out the expectations/job descriptions of managers and expect them to comp…
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We don't have a percentage range between exempt vs. non-exempt. Like Pork, we base exempt wages on market and have some other factors added in, for example: company profitability and commute for similar job, etc. In consideration of market, the r…
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Wow - I tried to stay out of this one for a long time, but I have to throw my two-cents in. Could this situation perhaps be another difference between large companies - over 300 employees and smaller ones? Because, my friends, the cost savings for…
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Hi kmc I'm so glad you followed up and let us know what happened! x:-) If I had been posting then, I would have disagreed with some of the other posters. I don't think it's all that common for most employers to offer additional pay in lieu of be…
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We're going to go with a HSA, if not this year then next. We didn't go with one during our last renewal because the premium was still as unreasonable as the traditional plans. Ultimately, we went with PacifiCare and their PPO/Self Directed Health …
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[font size="1" color="#FF0000"]LAST EDITED ON 01-07-05 AT 05:30PM (CST)[/font][br][br]We use a policy similar to Rita McGuire - same logic as well. We have a lot of ESL folks & tying in the bereavement to the funeral is not always possible as m…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-07-05 AT 07:29PM (CST)[/font][br][br]Actually, it is a part of the contract the ee signs with AFLAC: "On or after the first day of the plan year, I cannot change or revoke this Salary Redirection Agr…
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I could be wrong here, but I don't think you're covered. The time between the initial notification and the time of the ee's termination could be months or years, so they might forget or be fuzzy on the details. Also, and maybe this is not the best…
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We use Ceridian. You can find them on the web at [url]http://www.ceridian.com[/url]. Their site is a little tough to navigate, but look in services for small businesses. Our company just put one in place and my word of caution would be to read …