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cb499

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cb499
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  • I've reviewed 541.118 and 602 and understand that pay cannot be deducted for jury duty of less than a full week. If we have a bona fide personal leave policy in place, what prevents us from declaring that any time served on jury duty will be conside…
    in FLSA vs. Jury Duty Comment by cb499 September 2009
  • Thank you for providing the reference in the regulation...that's exactly what I needed!
    in FLSA vs. Jury Duty Comment by cb499 September 2009
  • His intent to return was expressed in writing. Thank you both for your assistance! You've been a big help.
    in Military LOA (USERRA) vs. Resignation Comment by cb499 September 2009
  • We have a similar situation that I thought was acceptable but maybe not. Exempt employee wants to take extended vacation, and time requested will exceed his available PTO hours. Why can't we simply allow this as leave without pay as long as the pay …
    in Deducting for unpaid time off -- Exempt Employees Comment by cb499 August 2009
  • Thank you SFBay. I appreciate your detailed response.
    in Definition of Employee? Comment by cb499 July 2009
  • We allow exempts and non-exempts to go up to 24 hrs. in the hole for emergencies (and have not yet run into the situation of needing it paid back) and beyond that, it's considered leave without pay regardless of whether the employee is exempt or not…
    in When an employee quits haven taken more time off that what was accrued Comment by cb499 June 2009
  • Thank you TXHRGuy for the very thorough explanation. I now have a much better understanding of areas to review. I appreciate your time!
    in Timekeeping vs. Payroll Comment by cb499 May 2009
  • TXHRGuy,  1. To reword: negative balances are not generally permitted but may be approved for emergencies. If a salaried ee doesn't work for an entire week and is out of PTO, they would take leave without pay. If a salaried ee works 82 of an 88 hr p…
    in Timekeeping vs. Payroll Comment by cb499 May 2009
  • My apologies for the late response. Somehow my account was restricted, then time got away from me.  I appreciate all feedback and will incorporate your suggestions in a proposed policy revision.
    in Salaried Employees & Overtime Comment by cb499 June 2009
  • A similar question with a different twist...what if 95% of our staff are salaried, exempt yet occasionally we pay one of them overtime? Never everyone and never consistently? Is this a problem? We're a govt. contractor and there are times that the p…
    in Salaried Employees & Overtime Comment by cb499 May 2009
  • Thank you sending this document. I will forward it on.
    in Contractor ethics Comment by cb499 April 2009
  • Thank you for the feedback!
    in Resume response Comment by cb499 April 2009
  • I have not yet checked out the CA site, but presume this applies to EEs as well as NEs?? Thank you for this detail.
    in Deductions from final paycheck Comment by cb499 March 2009
  • Both. All states, but CA is my driver for most policies. Company policy allows a negative balance.  I think I found it in 541.118(c) which allows for a different final paycheck for reduced hours of work as the only option. Reducing for anything else…
    in Deductions from final paycheck Comment by cb499 March 2009
  • Our company has two reimbursement levels based on amount of use and manager approval...$50 or $100 per month. There is no tracking on the usage. This could allow reimbursement over the actual cost, so your baselines will be according to your toleran…
    in Cellp Phone Reimbursement Policy / Practice Comment by cb499 March 2009
  • Thank you for your feedback!
    in FMLA Policy Required? Comment by cb499 January 2009
  • TXHRGuy, Thank you for the clarification. We are working the benefits side and just wanted to make sure official wording wasn't an issue.    
    in Retirement vs. resignation? Comment by cb499 January 2009
  • If I understand the opinion letter, you can deduct incrementally from a positive PTO balance. If the balance is negative and the absense is less than a day, full salary must be paid. Is a policy allowing an employee to "go in the hole" on their PTO …
    in FLSA Exempt Salaried Professional Comment by cb499 April 2009