Paula_AZ
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Thank you. I did read that section of the FLSA. What I didn't make sense of is what if the employee is traveling to the other state after her regular workday is over on Tuesday and traveling back home after her regular workday is over on Friday. …
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I'm sorry - maybe I wasn't clear. I'm referring to recalculating what is considered to be their "regular rate" when figuring overtime after they've earned a bonus. They earn a bonus (let's say $200) if they meet the month's production goal. They …
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It looks like I may have found the answer to my own question, which I would like to share with all. [p]The employee must be paid a full week's salary for each week in which work is performed, regardless of the hours actually worked. The Department …
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Is paying the full week if the exempt employee worked any part of it a state-specific law or a federal law? I'm in Arizona, and I was under the impression that we could dock a full day's pay, but not partial days. Now the issue has come up at my c…
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I apologize for the confusion. Actually, we are the insurance company, so our company policy may very well be the insurance policy and it's just written however we want it. Our business is self-funded health insurance - we have one company that ha…
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As a recently laid off HR Manager/Animal Lover in AZ (and dependent upon her location in the Valley) I would love to offer my pet-sitting services at half of what the kennel is charging.
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Wow - this topic sure has hit a chord with many. I assure you it was strictly coincedence that this employee's next day off request happened to be a Jewish holiday. The request came in within hours after the supervisor was just in my office questi…
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It is my understanding that I can indeed dock a full day's wages in this case. She is taking a day off for personal reasons and according to 29 CFR 541.118, "Deductions may be made when the employee absents himself from work for a day or more for p…
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Thank you very much for the quick responses. I've forwarded them to the supervisor to support my initial feeling that unless there is a justifiable reason she must be here that day, we should give her the day off and pursue it as a disciplinary issu…
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We have a very liberal vacation cash out policy - whenever the employee wants to. No limits as to how much or how many times. Employees of less than 10 years cannot exceed 112.5 hours (3 weeks at our 37.5 hour/week schedule). Employees of more th…
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Much like the others who've replied here, we also offer a copy of the evaluation [u]upon request[/u]. The employee and supervisor meet in confidence to discuss every detail on the review. However, we don't automatically make copies for every emplo…
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Perfect! You guys/gals are absolutely the best!
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Thanks to all of you who contributed to this post. We had a separation agreement from a few years back that had been drafted by an attorney at the time, but we were wondering if it was required by any Act to do so. We mainly have it to protect our…
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You wouldn't happen to know where I might find written documentation on these time frames, would you? I've been looking all morning and I'm not having much luck. Even the SHRM website let me down - not sure why I keeping renewing my membership.
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Thanks for your responses. I'm now wondering if there's some underlying regulation concerning the verbage in Separation Agreements - for example, the samples I've seen all refer to a 21 day period for the EE to sign, and a 7-day revoking period. W…
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As an addition to the original post, I have found many websites that give sample Separation Agreements that all pretty much read the same, including allowing the dislocated employee 21 days to accept or reject the agreement, which has a severance am…
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Yes, it sure is.
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I apologize. Yes, I meant Employment Authorization cards (mostly I-688A). We just had an instance where we were told by SSA that a newly rehired employee (who was not ran through HR before the offer was made) did not match SSA's records and the …
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Hello to everyone again. I was asked to keep in touch as to how this turns out. Well, I'm sorry to say, that it is down to the wire. I was informed this morning that my last day with this company with either be this Friday or next (my choice, how…
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I thought I'd come back to this thread and update all of you very thoughtful folks for all of your kind words of support. I have approached my supervisor again with my concerns and subsequently resigned from my position. We have an agreement that …
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Ironically, I AM in the construction industry. This is the first time I've been in this type of industry, working for a small employer. My previous work experience has been in the corporate offices of larger companies and international companies. …