njjel
About
- Username
- njjel
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
It is my understanding that there must be a company policy establishing paid time off i.e. - so many sick days, so many vacation days, etc. and that in that case the employer may charge the exempt's "bank" for the time they are off. When the bank i…
-
In NJ an employer must pay for all hours worked within the same work week. Therefore if we do not have a time sheet, we pay the employee for the 35 hours we know they worked and make any adjustments later. We are in the fortunate position to know …
-
[font size="1" color="#FF0000"]LAST EDITED ON 06-13-03 AT 11:23AM (CST)[/font][p]I assume you are exempt and if so should not be able to be docked for pay. I'd scream shout and jump about this one too! And, no, I have never experienced this type o…
-
thanks. I learn something new everyday!
-
Wow maybe I'm too new or too old to HR for this one. What are "flag" hours? Never heard that term used before.
-
Don't know about the legalities but our company just shows our remaining vacation, personal and sick balances on the stub. You are probably safest to go that route because of the exact reason you outlined in your post.
-
Your employees should also know that they are protected by the law and if retaliation IS brought forth, they can sue the company (and probably win)!
-
What criteria to you use to determine who is the "employee of the quarter"?
-
I am in NJ and the state reg states that an employee must be paid for "all hours worked" in the pay period. Thus if we have knowledge that an employee worked in the pay period, we pay them a straight 35 hours (over time is extremely rare) and make …
-
I don't know about the tax part but I would certainly allow the employee to keep the miles as a perk for the time they spend away from home/families, etc. This is a benefit that costs the employer absolutely zip and to with hold the miles from the …
-
At our company the employee would not have been charged for the sick day because it is our policy right or wrong that an exempt employee may make up any missed time.
-
Maybe they are a volunteer!
-
In the state of New Jersey the DOL says an employee must be paid for all hours worked in the pay period it is earned. Therefore, if it were me i would have to pay the employee the 40 hours and adjust next pay period.
-
We would pay our exempt staff and they would not be required to use banked time. However, I don't believe you would be mandated to do that. I'm sure someone will have the answer though.
-
Where can we find "salaried non-exempt" defined?
-
May I inquire what your "rigid approach" involves?
-
Yes, I can see that that would take care of the SS# issue, however I do not believe it is required to do new W-4's each year. I just wanted to know for certain! :-)
-
At a recent wage and hour seminar the same question was asked and we were advised that since exempt employees get paid the same amount, that comp time can be given as it's not an issue.
-
Employees who do not submit time sheets must be paid the amount they would "normally" work and an adjustment may be made (if needed) the next pay period.
-
If you are a member of SHRM they are currently taking a poll on that topic, and you can submit your response and see the total of the poll by doing so. If you can't access that info, email me and I will forward it to you.
-
It is my understanding from a seminar I attended that comp time IS permissible for exempt employees, but not for non-exempt or hourly employees. Can someone please set the record straight via referring me to the statute that states the correct ruli…
-
I've been given to understand that comp time for exempt employees is permissible that comp time is only an issue for hourly employees.
-
I see California mentioned frequently about. From the state regulation side, how does this play out with New Jersey law?
-
And what happens when the exempt employee has exhausted their leave bank? Do you dock their pay or continue to pay them?
-
Good Grief!
-
As Hatchetman stated, I too was of the impression that comp time CAN be afforded to exempt employees. Does anyone disagree?
-
It seems no one ever wishes to share salary info. But how about a salary range?
-
Don D - We are SUPPOSED to have those types of supervisors that you mention, in charge of our offices, however some of them are the biggest offenders! The boss knows this and turns his head the other way to them but not to those in his immediate vi…
-
We have the problem of having 5 separate offices and administration is located in only one of them. Therefore the other 4 outlying offices tend to "bend the rules" and get away with all types of things. Geesh!
-
At a recent HR seminar I attended we were instructed that if a company did have a defined # of sick days and had used them all up only full sick days could be deducted from an exempt employee.