Travel Pay

flaroyale

Does anyone know what Florida law on how much you pay for travel is. Thanks

TN HR

Are you referring to mileage and per diem? If so, I have always used the IRS guideline on per diem rates for the locality. Here's a link:

[url]http://www.policyworks.gov/org/main/mt/homepage/mtt/perdiem/perd03d.html[/url]

Pork

FLAROYALE: From your personal copy of the FLSA of 1938, as amended and turn to page 10. There you will find your answers pertaining to pay and travel. Don't just accept what one poster does even if they are located in FL. Many companies' set up their compensation plan for travel and never fully understand all of the "pearls of wisdom located in the regulation"! What one does in one company may not fit your company, but it sounds like it might! Problem is both might be wrong. My son works for a company in another town and his travel compensation is all messed up but he is satisfied and does not question the HR's compensation plan. He loves his company and they him, but they are and have been for 7 years, "screwing him out of travel time". I have advised him to keep specific and detail records for someday I will assist him in owning a big chunk of the company. He is paid a perdiem rate and is the driver/foreman/supervisor/salesman/ for all industry shows. During his regular day he is the publisher/public relations specialist. He works many long hours with the President/CEO with no O/T allowed during the week and works like a goat on the week-ends.

BOTTOM LINE: READ AND UNDERSTAND THE FLSA TO THE LETTER!!!ON LINE IS OK, BUT HAS NEVER REPLACED THE PROFESSIONAL NATURE, AS AN HR TO PULL OUT MY MARKED AND TABED FLSA MANUAL, OPEN AND TURN TO A SPECIFIC PAGE AND ARTICLE/SECTION IN ORDER TO ANSWER SOME MANAGER'S INQUIRY ABOUT WHAT HE CAN AND CAN NOT DO WITH EMPLOYEE SALARY AND WAGES.

PORK

PORK

TN HR

>BOTTOM LINE: READ AND UNDERSTAND THE FLSA TO THE LETTER!!!ON LINE IS
>OK, BUT HAS NEVER REPLACED THE PROFESSIONAL NATURE, AS AN HR TO PULL
>OUT MY MARKED AND TABED FLSA MANUAL, OPEN AND TURN TO A SPECIFIC PAGE
>AND ARTICLE/SECTION IN ORDER TO ANSWER SOME MANAGER'S INQUIRY ABOUT
>WHAT HE CAN AND CAN NOT DO WITH EMPLOYEE SALARY AND WAGES.
>
>PORK
>
>PORK

So, Pork, as it applies to travel and expenses, just how do you determine per diem as well as mileage (including an in-and-around allowance) from the dog-eared FLSA? Do I understand your post to say that on-line information is OK, but perhaps not as accurate and up-to-date as printed publications? I am also curious to understand how you can determine someone's professionalism simply by their inability to produce a hard copy regulation (which, by the way, could be missing some very important updates and revisions). This is especially true if the copy you have is the same one you received new in 1938

mwild31

Pork my friend - we disagree. Online is the preferred method for many professionals & companies as even the government is getting stingy with paper. On all other points - I'm with you brother! EAT MORE PORK!!

Pork

I JUST COME FROM THE OLD SCHOOL AND TAB, DOG EARRED REGULATIONS WITH PERSONAL NOTES, AND MATTERS OF CONCERN REFLECT AN "PROFESSIONAL OLD DAWG" WITH CURRENT TRICKS. READING AND RESEARCH IS CURRENTLY, THE STILL ACCEPTABLE APPROACH TO THE ACQUISITION OF KNOWLEDGE AND PROFESSIONALISM. I have not seen a Doctoral Student handed his certification of a scholar with his computer hung around his neck or his Internet address made a part of the process. I HAVE SEEN, HOWEVER, STUDENTS GRADUATED WITH COMPLETE LIBRARIES IN PAPER COPY UNDER THEIR ARMS READY TO GO OUT AND PRACTICE WHAT THEY HAVE LEARNED. My booklet is "dawg earred" from much study and research in the attainment of knowledge from which I can then translate into words that come from my professional speaking mouth and not from the e-mails or postings I might WRITE. The FLSA is the singular most unchanged federal law since 1938. I dare you to give me one significant change not in my "dawg earred" booklet!!! This may not hold true in 2003 or 04 when there may be a few changes rendered but as yet it has not been done. You young HR with computer whiz bang actions, congradulations, but you will have to make room for this old guy with written regulations to back up what I preach. Read the regs and you'll know full well how to pay the travel ee.

OH IS IS SO GOOOOOD TO EAT PORK!!!

PORK

Hunter1

Pork, to you and others who answer postings with responses which advise employees "how to own a good chunk of the company". How about some 'professional courtesy'? Why not have these posters attempt to get the problem straightened out with their respective employers? Why should your son keep meticulous records so that you can advise him how to get a windfall? He's happy with his company, they're happy with him, work together to get things resolved.

If one of my employees posts a question on this site or another some day, I would hope that my peers would advise them to come to me and resolve the problem, not give them the number for the nearest EEOC office, DOL, etc.

Pork

HUNTER1: For your information, I have expressed openly on this forum for a few postings. HEAR ME AGAIN: I HATE EEOC; however, when the company is outwardly screwing the ee. The company should pay for "doing the dirty".

My experience and my recommendations as and old HR, are double edged, if you are young and nieve you should be aware that there may just be an old snake hiding in the bushes ready to spring out and bite. If you are old like myself with lots of experience, then take my words as they are words for thought, jump on board with what you feel is appropriate, or like you did jump on board with an agressive negative approach. Why tell my son to do as I did, because I advised my son to do as you recommended and he did, and the "screwing goes on". Some day that ee/employer relationship is going to run sour, for either he will get tired of taking the shaft or they will get tired of his talents and choose to go another direction. If he retires from his company then great, he will have many written memories from which to laugh and have a few beers over while dreaming of how good it was , but if the dreams were of how bad it was! Then, there ius another direction to go.

EAT MORE PORK AND ENJOY THE WORLD FOR WE MAY NOT BE HERE TOMORROW, BY THE WAY HAS ANYBODY HEARD FROM "DANDY dON"?

PORK

flaroyale

Thanks for the help, I didn't mean to start a controversy. I do not have a copy of the FLSA reg you are refering to but will check with my corporate office in Tampa as well as some local contacts to see if they have one. Every company I have worked for in the past(which have all been government) has always reimbursed mileage at the state employee rate, and I was ask by the operations manager where I work to check and see if there were any laws on how much you actually have to pay. We have several clients who all pay different amounts, so this was one I was not familiar with. I just want to make sure our clients are doing what they are suppose to do. I do have to agree with you Pork on the part about the company doing the right thing for their employees, they are your most important asset.

Thanks again
Tammy

Hunter1

flaroyale: I think we got sidetracked about your initial question, which is really a tax question. Unless Florida has some regulations, and I can't help you there, you can pay for mileage and per diem whatever rate you want to pay, but if the expenses aren't accounted for, or mileage is above the IRS rate, it results in taxable income to the employee. The other question is about paying for time spent in traveling, and that's answered in the FLSA regs.

Sorry I got off on a rant. : )

flaroyale

Thanks Hunter1, I have a pretty good grasp on the travel time/work time issue and I do make sure our clients (or at least I do advise them to pay overtime and pay travel time as work hours.)I use the DOL web site quite a bit, I just was not sure about the mileage. I did download the FLSA from the internet after PORK recommended I take a look at it. I know it is not the original but it was quick for right now and I do appreciate the advice. I also pulled up the web site recommended by TN HR. Thanks again for everyones help, hope some day I can return the favor.