NancyJ
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- NancyJ
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We actually have an Employee of the Quarter program, but it works like this: employees nominate each other for the award, because they went out of their way to help them, or they overheard/saw them giving superior customer service, or they saw the e…
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We use timecards for our mid-level management exempt employees and down. We use it primarily for FLMA, worker's comp and 401(k) hour tracking. They still get their regular salary, but it makes a nifty record of coming in late, leaving early, exten…
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The original post does not mention whether this time is earned or accrued, only that it is "accumulated", which means it is available for use and is by default "deferred" until such time. The contract must specifically address this issue. Unfortun…
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The important issue here is not the 60 days of accumulated leave - if the contract is silent on this point you must pay him, as this amounts to deferred compensation. However, how does the contract specifically address the 60-day period the CEO gav…
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There is a program commonly used by lawyers and CPAs called Timeslips. Each employee has an ID, each client has an ID, and each activity/project has an ID. The employee logs in, and can start a timer, and then minimize the program. It will track …
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I agree with Hunter1. Did this employee acknowledge and agree to this requirement at the time of hire?
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We have a base of 3%, but allow up to 6% for exceptional performance.
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Have you tried salary.com?
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I suggest you shop around first. We used to be with ADP (we have 600+ employees), and we switched to Paychex and cut our payroll processing costs by 79%! Bringing it in-house doesn't necessarily cut your costs to a level lower than outsourcing - t…
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Sorry to be so late to the party, but here's our policy: We keep track of exempt ee's hours worked. NOT for payroll purposes, but because we can track hours worked for FMLA eligibility and 401(k) participation. They understand that the hours are …
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Yikes - no! You shouldn't even know this information.
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We actually started this feature with our new plan. We have two companies running under the same roof, and the one with the existing plan has all kinds of problems with meeting the tests for participation and contribution levels. So when we starte…
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JuJu, E Wart, thanks for the input. The plan is rolling out now, and the online system will be up in about 48 hours, so we're all keeping our fingers crossed here. Don, I could use a hug and a prayer or two... x;-) Overall, I believe our group i…
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E Wart, how many employees do you have? Did you experience any issues with employees forgetting to allocate their funds, i.e. you need to follow up and remind them? That's my biggest fear - here it's "out of sight, out of mind". As soon as the 40…
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$250.00, one-time charge to set up the loan.
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We have 3 different benefit classes set up, and it's working very well. We have a class for Regular Staff, which get the minimum benefit schedule. They cannot get more or less. Then we have a Managers/Technical class, which get from the minimum b…
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Gotcha, thanks. I hate being held hostage by employees - and our attorney is a little too meek. Thanks everyone for your advice!
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How sad is this? We're a group of OB/GYNs supposedly dedicated to women's health, and we don't even offer maternity leave to our employees! And when they claim FMLA leave the doctors try to replace them! Sheesh!
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Thanks for the response. Re your questions/points: 1) No, we don't offer any other type of leave for part-timers. 2) My sentinents exactly! What makes it even worse is the fact that we are a group of OB/GYNs! 3) She's still part-time. He did no…
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We have close to 900 employees in 2 separate companies in 70+ offices in three counties. We use an employee-leasing company, but everything has to run through our HR department to get to the leasing co. Payroll comes in on timesheets from the sate…
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Here's a good one: A few years ago I decided to go back to school. After talking it over with my boss (the COO), we decided it was in the best interest of the company to hire someone to take over my present position as director and I would take a …
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Here's a different angle - how do you know the e-mails are legit? They are paper copies of e-mails, that may have actually been fabricated using a simple word processor. Could this anonymous source be trying to manipulate the employer into taking …
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I would definately recommend it if the financials work for you. We have been with 2 PEOs in the past Vincam (now ADP TotalSource) and we are now with PBS, which is Paychex's PEO. Our experience with Vincam was disastrous, and when we tried again a…
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Thanks for your input - I think we will try to implement a written policy and go with some variation of "paperless". We have so much paper it's becoming a fire hazard! I'll let you all know how it works out! Thanks again! Nancy xhugs
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Yow!!! Thanks for your input - we're going to look at Paycomm too.
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Check your timeclock - if it is computerized, you may be able to set it to only allow punches 5 min before to 5 min after the start time. I don't know about the specifics in your state, but in ours we have to pay for the hours worked - regardless. …
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AFLAC actually prepares the 5500 for us. No charge.
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We form a committee from employee volunteers, and outsource as much as possible. We are holding a picnic for about 250 people next weekend, and hired a production company to help handle the event. The cost was minimal (actually cheaper than if we …
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Dry spell? What's a dry spell? ;-) Never seen one...