seeleyhr
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This is basically what I have done also but did not want the employees to have to unlock the form to use spell check. With the form locked, it does not give them the option to use spellcheck. I have someone working on a possible macro to see if th…
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This is an hourly position which started low $7 (with annual increase for cost of living) but they earn usually $600 to $1200 a month commission depending on how hard they want to work. They do not have a cap on how much commission they can earn.
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We have hourly employees who receive commission and works well. They are paid commission monthly. You need to be very carefuly with commission however if they work overtime as you will have to go back and calculate what they would have gotten paid …
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Went through a wage and hour audit. Got sited for not paying employees on call even though we gave them pagers, gave them an extra stipend per hour, etc. We came up with a form where they have to write down the actual time they are on the phone an…
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It is my understanding you cannot deduct money for partial days; however, it does not state you cannot charge vacation or PTO for time off. If a salaried position requests personal time off and has PTO (or vacation) we charge it against their PTO. …
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You might want to check Wage and Hour Laws on this. We had an audit and were told that we could not pay straight time for these type of instances.
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Thanks for your input. We are in the process of coming up with an acceptable method for putting this into place.
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We lump it all together; break it down for attendance purposes only. For some reasons our employees want to know how many days vacations they took versus sick leave.
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They only have one total that they work from. We do not limit number of days they can use for sick leave, etc., but we track vacation just so that if someone has accumulated near their max they can't come to the supervisor and ask for 3 weeks off j…
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The breakdown is necessary because they are allowed one week of vacation in the first year, two in the 2 year to 10 year span, 3 after 10 years. For attendance purposes, I needed to know how many vacation days they were taking versus sick leave, et…
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I set up PTO earning codes on the time sheets. I use PTO VAC; PTO ILL; PTO FML; PTO OTH, etc. When an employee uses PTO, it is up to the manager who okays the time card, to report the correct PTO earning code. Hope this helps. Makes for easier a…
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Yes, as this is earned time, you cannot withhold payment.
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We use PTO for everything. Sickness, breavement, vacation, personal days, holidays. The employee earns so much per each hour worked which increases after they have reached their first anniversary date and then again at 10 years. Can carry over but…
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Just got ours and was across the board in all 3 plans at 18.3%.
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I notify my employees every two weeks with payroll how many weeks of FML they have left even if they do not receive wages. Protects the company and keeps employees informed. I also make sure to make as many notations on the U.S. Dept. of Labor For…
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Just a little input. We had an employee we brought back for light duty who had shoulder and back injuries. What came of this was another BWC claim because he pushed a piece of equipment across the floor and stated he hurt a different part of his ba…
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We brought an employee back from a worker's comp claim on light duty and then he stated he injured another part of his body doing a simple task. Need to be very careful with light duty. Happened in 2001 and we will eat it till 2006. He has run up…
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I was pretty sure of this. Now that my former boss is not here, I want to make sure this is done correctly.
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I agree. This is a borderline employee anyway and I have informed them they need to make a decision on her now. Read the key employee section, she's not salary but we can't do without her position for 6 to 8 weeks. Told them if they grant her med…
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Yes we pay if under FML but she has not been with us a year so does not qualify for FML
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She has health insurance which was effective after 90 days. However, company policy states we do not pay the company's cost of the premimum under medical leave that this would go to COBRA. So, if I understand you correctly, as long as this goes in…
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She has used all of her PTO up so will receive no wages from company, has not hit her anniversary date. She is not eligible for company paid benefits as she has not been here one year.
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That's what I was wondering. On her anniversary date if she is out on medical leave then I have to count from the date of her anniversay as FML? What about her health insurance? Right now she would go under COBRA, do you know if I can continue th…
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Thank you. Some of the articles I have been reading have indicated this but it was felt by some here that since they could not perform anything to earn this, that they would not be entitled.
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policy here is one week of severance for each week worked. However, we have a legal document that stops legal action on both sides and confidentiality for reason for termination.
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You might try ADP Background Checks - just go online to ADP. Although our insurance company will not do BMV reports, ADP will do them for us. We also check with our insurance company to verify that the potential candidate would be an acceptable dr…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-28-05 AT 02:48PM (CST)[/font][br][br]First thing I would do is get a doctor's slip from the employee and verify that he is indeed getting treated. Then, if qualifies for ADA, I would decide whether o…
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Ours was voluntary also. However, our theme was to work as a team and support each other. Everyone was very cooperative about not bringing in donuts, cookies, cakes, etc. If we had company luncheons, we had salad and fruit and/or grilled chicken.…
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Just did one for the quarter. We measured body fat and weight loss - keeping confidential information of course. Winner got $250. Now going for 6 months - winner will receive $350. For the year will be $500. We used a website for measuring. Ev…
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Discussed this with a DOL Rep because we had the same situation and employee not here a year; however, employee finally was terminated for other reasons. If you grant them a leave and it goes past their one year anniversary date, you are bound to g…