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Clare

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Clare
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  • In Wisconsin, you must pay overtime for all hours actually worked over 40 in a workweek. I believe they may be some exceptions for hospitals. We would pay the overtime.
    in carrying over time Comment by Clare March 2003
  • I just talked with the accountant who gave out the advice regarding withholding Medicare and Social Security on severance payments. He suggested that we wait until the courts make a final decision before we request any refund. This will be a wait …
    in Taxes on Severance Pay Comment by Clare March 2003
  • I have tried to contact the accountant who provided this information to our former employee requesting some documentation by the IRS to confirm this opinion. I have not received a reply. I will contact the former employee and tell them we will req…
    in Taxes on Severance Pay Comment by Clare March 2003
  • Thank you for your responses. As I mentioned, our plan is self funded and the document is pretty simple. We excluded benefits for occupational injuries and illnesses to avoid someone collecting double benefits. In this case, the employee was inju…
    in STD - Salary Continuation Comment by Clare June 2005
  • We match .20 for each dollar an employee contributes, up to 6% of their earnings. The company match is discretionary and is based on company performance.
    in Poll--What's your 401(k) match? Comment by Clare June 2005
  • We struggled with this also. In the end, we handled it the same as you are currently doing. All our benefits are based on an employee's "status" (hours they work per week). Someone who works 40 hours a week gets 8 hours of holiday pay. If they t…
    in holiday pay Comment by Clare June 2005
  • This is generous of the IRS, but very confusing. I am thinking that we will amend our plan to allow for the extension, but not promote it unless we notice someone with a large balance near the end of the year.
    in New IRS rule re: FSA time period Comment by Clare July 2005
  • No, exempt employees are not required to take a lunch break under the current laws. I have always been advised that exempt employees should record their actual time worked, even if they are paid a salary. If someone's exempt status is reversed t…
    in Lunch breaks? Comment by Clare April 2007
  • I agree that these are two separate issues. It is the "position" that is being changed. The performance issue should be handled separately.
    in Raise or No Raise? Comment by Clare August 2006
  • We have used the local EEOC for manager and supervisory training. They came in and conducted the program for managers and then provided us with the training and materials so that we could have a couple of our own staff conduct training for every em…
    in Sexual Harassment - Your Thoughts Comment by Clare June 2005
  • You may have a good worker (when he or she is there), but not necessarily a good employee. One option would be to go the verbal warning, written warning and ultimately termination. I believe that is the fair way to deal with this situation, espec…
    in Good employee, but tardy a lot Comment by Clare November 2003
  • As a general rule we notify candidates after we have an accepted offer. The one time I deviated from this practice got us in trouble. Our search for the right candidate was taking a long time, and our ads were continuing to run. We had one candi…
    in Appropriate time to mail regret letters? Comment by Clare March 2003
  • Thanks very much to those of you who responded to my question. In the event there would be a chemical or biological attack while people are here at work, I'm concerned about us being prepared. Closing ventilation systems is an excellent idea. Wha…
    in Safety - Terrorist Attack Comment by Clare March 2003