pork1
About
- Username
- pork1
- Joined
- Visits
- 0
- Last Active
- Roles
- Guest, Member
Comments
-
The signing for PPE should only be for the acknowledgement of the individual and the company that: number 1 the company issued the equipment and number 2 that you have given specific safety training on the how to and why to use the PPE and the conse…
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-27-04 AT 09:03AM (CST)[/font][br][br]Thanks Don; my HR assistant does all of those things, administrative task of HR; I have not been able to come to the belief that she makes any important descisions…
-
Ethel: "Time in service" nor "rate of pay ($455.00 per week minimum)" do not make for a total justification in classifing one's position. Handling state and federally regulated programs are not words that fit in the current standard test. "Holds a…
-
NJJEL: We are paying ours $12.00 per hour. PORK
-
Ethel: Is this position an EXEMPT position? That breaks down to $19.23 an hour. A book-keeper would be hard pressed to be recognized as an executive. You should recheck your classification! PORK
-
HRGIRL: A two week ADT (Active Duty for Training) is an authorized absence and the individual in our company can request "vacation pay" or no pay due because there was no work performed. Medical coverage is a responsibility of the employee to pay…
-
[font size="1" color="#FF0000"]LAST EDITED ON 10-27-04 AT 01:45PM (CST)[/font][br][br]Jackson: Tell us more about the connection and relationship of the Credit Union and the subsidary! Are there two different payrolls, personnel records, etc.? Ar…
-
JAMES: I am surprised that you are not sure that there are some new twist to the FLSA as it pertains to EXEMPTs being charged for certain time off during a work week. There is a change and EXEMPTS can be charged now, I have never heard of an amount…
-
Kemp: It reads to me like many managers, who are allowed to do it, sets up their own rules and runs his/her kingdom from lack of knowledge and if not redirected will continue running his/her kingdom by their own rules until some also unknowning x-e…
-
[font size="1" color="#FF0000"]LAST EDITED ON 09-16-04 AT 09:06AM (CST)[/font][br][br]NO, there are EXEMPTS and others who are protected by the FLSA. The September issue of "The HR Specialist" has their opening article on this issue and it is very …
-
TISH: I believe that as long as you have a justifiable reason to keep time cards on EXEMPTS then do it; however, keeping time on exempts to insure they are working at least 40 hours is "verbotin", We do not keep time cards on EXEMPTS except for a …
-
[font size="1" color="#FF0000"]LAST EDITED ON 08-31-04 AT 10:26AM (CST)[/font][br][br]Hunting Dog: First welcome to the forum! May I suggest that you need to do a GOOGLE search under DOL and SECTION 785.33 TRAVEL TIME. From the reading you will se…
-
FRENCHIE: "will I run into problems with his exempt status?" The answer is "no". As long as you are paying the individual as an hourly worker who never gets 41+ hours a week or more you are ok! Should that ee work 41 + hours each of these hours …
-
GLOBEX: No question is ever stupid; some of our responses maybe considered as stupid from time to time! Given your employee's position is correctly identified as an EXEMPT employee. You may pay the employee as a hourly rate of pay and include ove…
-
DEBBIEW: Welcome to the forum! Your post caused me to go back into my FLSA bulletins to try and find a Classification of "salaried non-exempt". I found onlt two: 1) EXEMPT OR 2)NOT EXEMPT from the FLSA. Which means one is exempt from the provisi…
-
I highly recommend you follow your gut and pay the ee either on a flat rate basis for additional work product accomplished, or add the additional duties and increase his salary. The first option is best for the company. In this case the ee will pr…
-
OK, Now I understand better; however, that still does not change my previous post. The bank has set a precedence of compensation for these people in motion. Here is how I suggest you handle the change: 1) do a 12 month print out a wage history of…
-
Sue: You have done better than what FLSA requires! What is the reason that you wish to upset the apple cart and stop paying O/T dollars for extra hours work for these 6 people? There are good reasons, but if the present compensation packages work…
-
NORMALLY IT WOULD BE THE COST OF DOING BUSINESS; however, it reads as if the ee and the company are in a pretty good relationship and employee/employer situation will not change. Set up a repayment system as an accounts payable for the $450.00 and …
-
Is the $XXX amount over or below $455.00 gross per week? If it is under $455.00 per week then you would be in violation of the FLSA if you do not pay overtime, which means you would have to calculate what your hourly rate of pay for 37.5 hours per …
-
First what does your "letter of agreement" say about how you will handle O/T hours? If it does not say, then my next question will be is this position EXEMPT or NON_EXEMPT? I need more information inorder to give you a clear answer. PORK
-
JOSIEB: Pay every one who came into the plant the loss hours due to natural causes. If someone is one vacation we would equal the scales and not count the 4 hours as vacation pay or sick pay. The time spent on cleaning up the neighbor hood includi…
-
DMK: I can not find the perfect answer for your concers; however, as I read the FLSA chart for decision making on EXEMPT/NON-EXEMPT, I COME TO THE CONCLUSION THAT UNDER "Learned Professional Employees" meet the criteria for exemption, when they are …
-
LAKESHR: The first criteria is $455.00 base, if the ee does not get that amount the written words used to identify what the individual would be doing in order to qualify for EXEMTP status would not apply; therefore, the individual must be classifie…
-
MUSHROOMHR: It is hard to believe you would not pull stakes on this employee and move on to an employee who is willing to work and be there on time everyday in which he/she is scheduled. The EE would already be gone in our company! Simple tell th…
-
In addition to the above, you should study Sections 785.14, .15, .16, & .17. These pertain to the definition and understanding of Waiting Time, On Duty, Off Duty, and on-call times. All of these understandings may be involved with the understa…
-
CSELIB: Welcome to the FORUM! EXEMPT VS NON-EXEMPT STATUS SHOULD NOT BE BASED PURLY ON SALARY INFORMATION. The first test is the salary information exceeding $455.00 a week regardless of any discussions of how many hours a work week will this per…
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-20-04 AT 03:24PM (CST) by James Sokolowski (admin)[/font][br][br]Creative ways to get around the law, well I have not found one, when it comes to hourly employees in the private sector and I do not re…
-
[font size="1" color="#FF0000"]LAST EDITED ON 07-20-04 AT 03:22PM (CST) by James Sokolowski (admin)[/font][br][br]Judy: For now one can only suspend for a full week. After August 23, 2004 the new rules will allow for full day/s discipline and susp…
-
DCHR9203: This must be a real winner question due to the lack of responses in both categories. I would read the provisions of our Cafeteria Plan, where I would expect to find the answer to my question, if I had a need. I believe that the author…