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sanua

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sanua
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  • This was just discussed in a message from "Turbo" on this forum that you might want to look at. The way I understand it you can track an exempt employee's time as long as their pay is not affected by it. I worked at a non-profit previously where w…
    in Exempt time tracking?!? Comment by sanua July 2004
  • Thanks for your reply. Our OT policy is identical to yours -- we only pay OT for hours worked over 40. However, in this case, she was paid at time and a half for the 12 hours worked on the holiday. So even though she actually worked 48 hours she …
    in holiday pay/ot Comment by sanua July 2004
  • Sounds like you need to have a meeting with your supervisor. The DOL regulations state that the employer cannot dock your salary for a partial day worked. The note from your supervisor seems odd, but does not threaten to dock your pay. Maybe if y…
    in Salaried Employee Refresher on Law Comment by sanua June 2004
  • If you have not actually documented the "warnings" that would be the first step to take. Actually give her a written warning and put it in her file -- in it state something along the lines that working further unauthorized overtime will result in d…
    in Unauthorized Overtime Comment by sanua March 2004
  • I'm sure the employee WILL be sensitive to the age factor if the manager lowers his wages and might feel that he is being discriminated against because of his age. What do you mean by "upwardly mobile" -- does he not have the skills that the others…
    in Lowering a pay rate Comment by sanua October 2003
  • One of our VP's has wanted to have an exempt manager work some extra hours on the weekends and nights and pay them an "hourly" rate, also. She used to work for a hospital and states that this was done all the time without a problem. I've counseled…
    in Salaried manager working second hourly job Comment by sanua October 2003
  • You can require an employee to use any accrued vacation, personal leave or sick leave for FMLA. FMLA is required leave (if they meet the requirements) but is not paid. We require employees to use their accrued leave during the FMLA leave -- so it …
    in Exhausting accrued personal or vacation time before FMLA Comment by sanua December 2002
  • Thanks for your input -- these are questions I'm trying to get management to consider. My major concern is that we will be setting a new precedent for leave -- extending it -- and I'm very concerned about how that will impact future FMLA requests. …
    in FMLA Exhausted Comment by sanua November 2002
  • Thanks for all your input. This is the first time I've run into this problem and I agree that the supervisor who denied the vacation needs to be talked to. I hate to penalize the employee by losing vacation when he did ask for it off (even though …
    in Vacation Refused Comment by sanua March 2004