stilldazed
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This should get you started at dol.gov: [url]http://www.dol.gov/esa/regs/compliance/whd/whdfs22.htm[/url]. There should be more info at 29 CFR 785.39. In a reference I found rather quickly: "Travel that keeps an employee away from home overnigh…
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I just forwarded you an e-mail with an attachment for a test questionnaire I put together for my company. It's an MS Word document. Hope you find it helpful. Tks,
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Agree with prior posters that it is really just part of the job. Look at the bright side--if there were such nuisances in your job, you might not appreciate the positives so much. There are folks in your company's employee who have such a learned …
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We've seen something similar in our organization and have taken two approaches that seem to be working. 1. We instituted a what we call a longevity bonus. When an employee is near the max allowed for his/her job category, we have defined two sp…
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We did something similar to LarryC, and it has been working fairly well. We developed a salary plan to categorize jobs and institite minimum, midpoint, and maximum wage ranges. Employees wages are measured as a percentage against the midpoint. Em…
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My guess is that all of the above would be taxable income, but I haven't checked an IRS publication. One of my references does refer to IRS Section 217. You might check there. My reference page does list the following: Nontaxable to the EE: unr…
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My guess is that the detail will be in your policy or the way your PTO/vacation plan is written. If the plan describes that the two are separate and cannot be traded for use in the others circumstances, you are probably fine in not charging the vac…
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There is an exception if your business is a hospital or nursing home or includes one/both. Employee in either of those facilities are eligible to be paid by an FLSA exception call the '8 & 80' rule. If you are not one of those entities, howeve…
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We have Stromberg in one part of our operations. It uses card swipe (bar code reading) and digital input. We also have multiple shifts and two separate sets of shift differentials. We seem to tolerate it and it seems to tolerate us. Work hours…
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You seem to be faced with many of the same challenges I found myself faced with at my present employer. I support Shaddowfax in that you pick an issue and pursue it will persistence. I will add that you should be prepared for the potential of a gr…
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My employer is nonprofit, single location, service organization, closely associated with a church, and has been for 90+ years. A story some of the 'old timers' still recall not so fondly in senior mgmt staff meetings is losing an OT dispute in the …
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Go back to what you spend your day doing. Is it paperwork, customer service, training, information mgmt, . . .? Though costs may be difficult to quantify, there are costs associated with all of your tasks. And if there are costs associated, then …
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I like Pork's approach and generally agree that if you want your superiors to take notice of your accomplishments, you'll be responsible for getting the message to them. Does your office also handle benefits (enrollments, cancellations)? How abou…
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Absolutely correct. Sorry I didn't make that point clear enough.
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A key part of your question is whether the "bonus" is discretionary or nondiscretionary. Sounds like it may not be. Only discretionary awards (not expected by employees, not promised based on satisfaction of specific criteria well ahead of time, m…
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My semi educated guess is no. The OT compensation strategies discussed in this thread are not new. I think they are obscure and probably tedious, and so have probably not been popular. I wouldn't have gone looking for them had it not been require…
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Thanks, HRQ, for your info and the formula. At least I feel like I'm armed with enough info to begin to answer some technical questions as our organization proceeds through our exemtpion audit this week. We obviously have some corporate philosophy…
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I so much agree with your observation. In a group setting, spontaneous discussion would have yielded a solution hours ago. Either I don't understand your scenario, or it seems counter intuitive to the salaried basis of pay. If I use our situati…
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The incentive to the employer would be to stabilize staffing at an appropriate level and in a manner that could be accurately forecasted/budgeted. One alternative to not doing so would be negative PR associated with being known as a company that st…
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I have another question. If one of the alternative methods for calculating OT is used for salaried nonexempt, especially in a variable work week situation, how does an employer ensure that a minimum wage violation has not inadvertently occurred on…
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Your explanation helped me some, because I too was having trouble following the dialog. As it turns out, I found the posted example in a reference I was reading yesterday in unrelated research, and the light bulb still didn't come on for me. My re…
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I appreciate your situation. We also happen to have nurses on the payroll and have felt the nursing shortage crunch for quite some time. Employers who need nurses are almost legitimate in their fear of making them angry. A massive walk out could …
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Sounds to me like you have touched on two issues that your executive management staff should be very interested in addressing: 1)timesheets and 2) OT costs for payroll staff. Tweak the process and see if you can't get a better result. DOL expects …
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You cannot withhold a payroll check as a disciplinary measure. I think the logic is that the employee is already worked the hours, so pay compensation belongs to the employee. If you have a payroll schedule where the payroll check is released on a…
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Our time off policy is PTO, and we require employees to use PTO before LWOP. Prior HR administrations allowed LWOP with bank time on the books even though policies (the best I can tell) wouldn't allow it. After a great deal of effort and a couple …
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I just attended a seminar last week that had a segment dedicated to Cobra notifications. The message was that the general notice upon enrollment must go to enrolled employees and covered dependents (similar to the continuation notification). Likew…
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Agree with Dutch that the 'mandatory' part comes from your company's contractual obligation to your insurance company to maintain a minimum census. We have had the same in the past (mandatory coverage for coverage fully paid by my company) and hav…
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Call it the iceberg theory. You probably got about 10% of the whole story the first time through. Inevitably, when you start to ask a few questions, the rest of the story begins to surface. Glad things worked out.
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I would also question the week off. There are OTC products in most discount pharmacies that will eradicate the little beasts in one or two shampooings. They are highly contagious, but modern therapies are fairly effective. Mandatory cutting of th…
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Your situation certainly appears discriminatory on the face (or at least unfair), but the real test is in some details that are not included. Unfortunately, your leader is not helping the situation with his response. Is some threatening to take ac…