dynamite9551
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change your tuition policy to state that employee is required to remain on the job for at least ____ whatever period you require. if they don't the prorated amount will be deducted from their paycheck. as far as uniforms - we supplied them and lau…
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as far as I know you cannot "require" employees to use direct deposit. however, we changed our policy to state that for those employees who do not utilize direct deposit and lose/get stolen paychecks that we will not reissue a duplicate check unti…
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i can only recite what Kentucky regs say and i bet they model theirs after federal. anyway....KRS337.355 - employees shall be given lunch periods no sooner than three hours after the start of the shift nor more than five hours from the time the work…
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at my previous employer (a manufacturer) we too shut down between xmas and new years - we gave our standard holidays, eg xmas eve and day, new years eve and day and all the other days in between were covered with accrued vac or without pay. However…
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we did. it was an incidental amount in our opinion and not worth the headache. we treated feb just like the other months. we also considered all of our employees "salaried" for purposes of payroll and only made deductions for 1/2 and full day inc…
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when we paid semi-monthly, we paid our employees 86.67 hours per pay period. we calculated this by multiplying 40 hours x 52 weeks divided by 24 pay periods per year. however, our employees worked 40 hour weeks, so as long as this rule holds true …
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gee who's the boss? i think comp time is ok as long as this employee is not hourly AND as long as comp time when used, is approved. so you do have some latitude in when comp time is taken. if he truly is only working 8 hours per day, and is refusi…
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there ain't no such thing as a "random" payroll audit by the DOL. If you have been selected - they have received a complaint from an employee (or perhaps a former EE) of your organization. when these bad boys come in - they talk with all of the em…
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most companies process payroll a day earlier than usual when the processing day falls on a holiday - however, when a holiday fall on the PAYDAY - again most companies pay their employees a day early - eg. holiday on monday, payday prevous friday. i…
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what does "vested" mean in your company? i would think that vested means he is(was) eligible to use paid time off after 8/12/04. what does your company policy state. do employees receive the total value of their PTO upon vesting? OR do they earn …
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sometimes your local chamber of commerce will have projeted estimates. you can check with them perhaps.
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when is your paydate? if you normally pay on friday, but as a convenience pay 2nd shift ee's on thursday, then by not paying them until friday is not "withholding" their pay. simple advise thie employee you can no longer accommodate their request,…
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i hope you fired the supervisor and the employee - i also hope you have a clause in your employee handbook that falsifying time sheets is ground for immediate termination. why would any company allow such behavior - how do you justify lying????
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i believe only time spent actually working, eg.,performing the duties of her job. However, you did not state if part of her job was to arrange thse outside activites, and to "chaperone" as well. Does she travel voluntarily or is she required to a…
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if you are using a time and attendance system, be sure to have supervisors check report at end of day or in the morning. as a last resort, after all of the employee coaching, warning, etc. since i do the payroll, i pay the employee for 1/4 of an ho…
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welcome! you could change their salary from being based on 40 to 30 hours. same rules apply, e.g, they are not docked for less than full days, etc. this may make it a little easier and then when they resume their full schedule, revert salary back …
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i wasn't aware that any employer had to pay employees for travel from their home to work or employer parking lot, regardless if personal or company vehicle, and vice versa. good luck
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yes you must pay them if they work. the rest is a discipline issue.
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we too are a small office and on occasion have had employees come to us with requests for advances. we have tried to accommodate then employee when possible and have handled it by drafting a promissory note they sign, we loan them the money, inter…
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i don't know what industry you are, but i know there are plenty of salary surveys available for manufacturing, medical, etc. if you belong to any associations, they are usually the best place to start, also check with your local chamber of commerce…
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i don't think any employer is "required" to pay double time. However, time and one-half is required for all hours over 40.
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my guess would be to make this a non-exempt position from the above description. it appears to be more clerical/administrative versus professional or executive. error on the side of caution. refer to federal wage and hour website to get a wealth o…
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In checking some "regs", it's the employees actual duties that matter not title. exempt means exempt from the minimum wage and overtime provisiions of the FSLA and in order to qualify as "exempt" ee's must meet the requirements of two tests: (1) dut…
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greetings from northern kentucky, carole! an employer is only permitted to make a deduction frm the salary of an exempt employee for UNEXCUSED absences, such as when the employee has used all accrued paid time off, and is absent for a FULL day or m…
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call the local number for the dept. of labor, wage and hour division. the have some very good publications they would be happy to mail free of charge and are very helpful, i have found, when i have questions regarding pay issues. you might also t…
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looking back through some old DOL literature entitled "handy reference guide to the fair labor standards act" wage and hour division, i came across 3337.365 entitled "rest period for employees"...."no employer shall require any employee to work wit…
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Its been awhile for me but from what i can remember - we paid regular rate of pay for hours of seminar if it fell within their normal work hours, e.g. (worked 8-5 and seminar held from 8-5) = 8 hrs pay. (We took the approach that although it was not…
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We solved this dilemma by stating that time off away from work must be covered by available or sick or vacation; so if no sick available the time off would come from vacation. we ran into this when employees would try and use "no pay" to cover th…
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hero, you don't own the car unless its titled to the company, but you could still be liable for accidents among other issues. we had different levels of vehicles for different levels of managers. you may want to consider leasing autos for these gu…
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if you have a broker you work with, they can usually give you this data. we pay 80% of the entire premium, employees pay the difference. however, we too may need to look at this "benefit" for the 2007 plan year. some of our decision is based on "…