Training wage clause in handbook
Thaylee
1 Post
[font size="1" color="#FF0000"]LAST EDITED ON 11-06-03 AT 05:52PM (CST)[/font][p]Our employee handbook contains the following:
Pay Rate for Employees that Don’t Complete the Training Period
Company forms each employment relationship opportunity with the highest hopes of success for the new employee. An investment in training and education is made by Company on the part of each employee to demonstrate the proper procedures for satisfactory job performance. However, it is also recognized that factors may occur that limit the effectiveness of the employee, or their satisfaction in the workplace.
To this end, in the event that an employee does not work a full two-week period (10 business days), their rate of pay will be reduced to the current minimum wage rate for all hours worked.
This is a policy that I inherited when I become HR Director and until recently we've never had call to enforce it. We had a salaried employee work only 8 days before quitting because he found a better job. In accordance with this policy he was paid minimum wage for the days he worked. He's now complaining that this policy is not enforcable and we owe him his salary for those 8 days. He signed an acknowledgement that he received, understood and agreed to all the policies in the handbook and that is one of the policies that we make a point of mentioning in the orientation. What are people's opinions?
Pay Rate for Employees that Don’t Complete the Training Period
Company forms each employment relationship opportunity with the highest hopes of success for the new employee. An investment in training and education is made by Company on the part of each employee to demonstrate the proper procedures for satisfactory job performance. However, it is also recognized that factors may occur that limit the effectiveness of the employee, or their satisfaction in the workplace.
To this end, in the event that an employee does not work a full two-week period (10 business days), their rate of pay will be reduced to the current minimum wage rate for all hours worked.
This is a policy that I inherited when I become HR Director and until recently we've never had call to enforce it. We had a salaried employee work only 8 days before quitting because he found a better job. In accordance with this policy he was paid minimum wage for the days he worked. He's now complaining that this policy is not enforcable and we owe him his salary for those 8 days. He signed an acknowledgement that he received, understood and agreed to all the policies in the handbook and that is one of the policies that we make a point of mentioning in the orientation. What are people's opinions?
Comments
However, if you start by paying them minimum wage and then bonus them the difference upon completing the two weeks, you get to the same place without the pay reduction issue.