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Linda_CA

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Linda_CA
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  • In my organization, our payroll is processed through our Payroll Department which is a part of "finance". We have to databases. One for HR and one for Payroll and we have built an interface to pass demographic and benefit deduction information.
    in Does HR do payroll in your org? Comment by Linda_CA August 2002
  • There is both a "duties" test and a "salary" test that determines an exemption. Exempt employees are basically paid for the work and their time. So if you are paying this ee on an hourly basis and requiring her keep track of her time and if you ar…
    in HELP! Exempt emp. reduced her hours to PT Comment by Linda_CA August 2002
  • You can also lease the Kronos System from ADP. We are also looking at that option. It's a lot cheaper, but then you have less flexibility.
    in Time Clock/Attendance Systems Comment by Linda_CA November 2001
  • We don't currently have a system in place however, we are looking at the Kronos System which is one of the largest timekeeping vendor in the country. Their system is very flexiable and can interface with a lot of the different payroll systems.
    in Time Clock/Attendance Systems Comment by Linda_CA October 2001
  • I agree that this would be considered "intermittent". I would also ask for additional medical certification.
    in Intermittent FML Comment by Linda_CA February 2002
  • I would think that this issue would be a part of there performance evaluation. Although this may be more work for you and your staff, but you may want to let managers and supervisors know that all leaves although initially started with management, …
    in Uncooperative Supervisors Comment by Linda_CA February 2002
  • I agree with Theresa. You must give her the full 12 weeks. The fact that she use accrued sick time has not bearing on this unless you designated FMLA prior to her leave. In this situation these are two different issues.
    in FMLA - used sick days Comment by Linda_CA November 2001
  • Anne, Would it be possible to include a section on CA law? Our laws have changed recently and I find it a little confusing.
    in Employee Background Checks Comment by Linda_CA November 2002
  • We are also in the process of updating our policy handbook. It is very important to keep your handbook updated as laws seem to change on a daily basis. If you ever end up in litigation, the first thing an attorney or jury will ask for is a copy of…
    in updated handbook/policies Comment by Linda_CA April 2002
  • It is state law in CA that employees take breaks and meal periods. If they don't an employer is require to pay a penalty to the employee for each period missed. We have our employees sign a certification at the end of each week that they are compl…
    in But I took a break! Comment by Linda_CA November 2001
  • In California it is.
    in But I took a break! Comment by Linda_CA November 2001
  • I believe you would be setting a precedent thus having to allow others employees to do the same. I say unless you are willing to change the policy across the Company, you should stick to the policy. You don't want to be faced with unfair practice …
    in Employee issue Comment by Linda_CA August 2001