sonny
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In a case like this, we would pay the 2 weeks.
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[font size="1" color="#FF0000"]LAST EDITED ON 03-12-03 AT 07:38AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 03-12-03 AT 07:25 AM (CST)[/font] There are many here wiser than I who can answer this better and hopefully they will jum…
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I agree with the above. I worked for a non profit for 12 years and never heard of any different rules. As others have noted, salaried does not = exempt. I think you are headed for trouble if you can't convince your highers ups of the error of the…
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[font size="1" color="#FF0000"]LAST EDITED ON 03-06-03 AT 07:25AM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 03-06-03 AT 07:24 AM (CST)[/font] I am not sure there is a requirement but Florida statues are available at [url]www.leg.…
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[font size="1" color="#FF0000"]LAST EDITED ON 01-08-03 AT 12:49PM (CST)[/font][p]I no longer work/live in Ohio but there were no state mandates that I was ever aware of as of 4 1/2 years ago. Hope you are staying warm!!
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Honest works for me, but I learned it as Humble.. glad the information was helpful.
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I will try to clarify what was our experience: 1) I was refering to non exempt ee only. Yes, I regularly worked thru lunch but I was exempt so it didn't matter. 2) Agreed, that any non exempt ee who works thru their lunch, including answering t…
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Where I worked previously, we had an hour paid lunch and as such, worked 35 hours per week. OT did not kick in until they had WORKED 40 hours. Paid lunch hours did not count as hours worked.
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It is my understanding that you must pay for all hours worked and go the disciplinary route for not having prior approval for OT.
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I LIKE that one Ed!! Unfortunately, here it is all public record and anyone can find out anyway. So much for privacy
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I think that the risk that you run here is that if you have exempt employees having to account for and use their time on an hour by hour they "look" like hourly employees and hence jepordize (sp?) their exempt status. Not being a governmental enity,…
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I agree with D-T-M and will add that at former place of employment a DOL investigator "recommended" that we change an Administrative Assistant who reported to a Director be reclassifiend to non-exempt, which of course we did.
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I agree. If their duties are the same, how would you justify the difference? Exempt-non exempt classifications are not made based on productivity. FYI, I am aware of therapists being classified both ways.
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Hey Marc. .thanks. .thought I was losing my mind. . again. .Leslie needs someone to jump out of a cake. .got plans tonight?
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DonD's answer in other section is good. With just the information set forth I would say your salary is low.
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We do to EXEMPT employees on the half day or more basis..
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I don't know if this is exactly applicable but in another life I worked for an agency that gave us an hour paid lunch. (miss those days!) So we actually only worked 35 hours but were paid for 40. It only got tricky when it came to OT as we did not…
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Don. .LOL yep, 10 weeks AND there was NO cap until a couple of years ago. Part of the rationale was that we have no STD and LTD did not kick in for 6 months so folks needed ST and VT accrued should they become ill. Nice little nest when you retire…
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Thanks. .I like the idea myself, but we are getting some resistance..mainly I think, cuz "it's always been this way". We will have to figure out some issues. .ie right now we cap vacation at 400 hours, ST is not capped; you can cash out a portion …
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Another question along these lines. . we are looking to go from a VL and SL set up to a PTO program. It has been mentioned that it is easier to administer, but one of things we have been pondering is related to FMLA. As it is now, SL is noted on t…
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Former employer was a non profit with a CBA. .Paid leave counted as hours worked for the purpose of over time. Currently work for a municipality and they do not.
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Our FY is 10-1 and we gave COL of 2.3% Finance figures that based on regional (South) average indexes from the previous May to May. Our merit increases, based on evaluation scores can be 0, 1.6% or 3.2 %
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Not that I am aware of. I worked for a private non profit for years and we absolutely paid OT.
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I agree with Jackson. At a former employer, policy was supposed to be to red circle, but we were being nice..until we had a clerk who was making outrageous money. When we switched it made for one unhappy employee. Current employer gives 1% lump su…
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PS. Would it also be beneficial to know if the position is caverd by CBA?
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I think city and state is important. How about type of employer ie private, private non profit, government/public sector etc?
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Might want to take this opportunity to stop the practice all together. Am wondering what you do when employee leaves within the year. I think it's a nice concept but not a good one. Just me.
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Do you offer anything to those who opt out? Do you require them to provide proof of the other insurance? Anyone know about issues with Tricare?
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Currently we do, but are looking to change. We pay 100% of the premium on all full time ee's and the person in this position prior interpreted 100% participation to mean that all must participate. In talking to our agent, she says 100% ELIGIBLE *…
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Yes, IRS