E Wart
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I believe you have to withhold what the employee puts on their tax form. However, if they use more than 9 exemptions, you have to notify the IRS. They may not want that to happen. E Wart
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We have part time employees... and it depdends on their status. Part time/full time temp employees (summer workers or someone filling in for 6 weeks while someone is out) do not get any holiday pay. They are only paid for the time they work. Howev…
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As mentioned, in TN you are required to give meal breaks, whether paid or not. However, there is a sort of exception (and I talked with their labor dept about this.) If an employee has a job where they are able to take what I call "mini breaks" at…
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Agree. As long as it is as employee's request and for "personal reasons" and not illness (unless you have a policy), you should be fine. I just hope that the Sales Manager and she had an understanding that it was without pay. If not, you need to …
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You can do what you want. The only "odd" situation that I know of that might occur is if an employee gives 2 weeks notice and you tell them they don't have to work it and leave. I would say you would owe them the vacation, but if your policy says …
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I urge people to keep some type of records regarding people's whereabout's, even if it doesn't affect their pay. I have so many cases where supv. want to disciple employees for attendance and don't have anything to support it. Also, had a case wit…
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Please include your email address and I might can help. E Wart
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You are right about CA. I would be VERY careful in deducting anything but WOULD severely discipline them (maybe even suspension.) Several years ago we had an employee in CA who we terminated for some pretty good reasons. They had lap top, company …
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HRQ, no one mentioned this so I will throw it out. We have had "new employees" report and work one or two days and then not show back up. Instead of going through all the work to put them on our payroll, we contact the Temp agency we use and get t…
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ddog, it sounds as if you are very busy and do a lot of different activities and many involve confidential information.... however, I don't see the depth of "decision making" in your activities to be considered exempt. For example, you process pay…
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As I mentioned earlier, have you ever considered the "temp to perm" type of employment. You could work with a temp agency and you find your summer employees and then have an agreement with the temp agency to payroll them for a period of time. Then…
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We used to have this policy as well. However, I "got rid of it" for several reasons. New employees are not eligible for vacaiton, personal time and floating holidays until the first day of the month after 90 days of employment. (This is time they…
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Rockie, I agree with James on this on several points. If newly hiredemployees are not completing and bringing in info on time... why not just 1. Have them report to the main office on their "starting date". Don't mail the paperwork to them ahead …
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I have recently purchased teh HR How - to Wage- House Second Edition for CCHKnowledgepoint. I think this is a good SIMPLE reference. However only covers Federal. (800-248-3248 or hr.cch.com. Printed in 2004) I like my HR Hero newsletters to kee…
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I hope I am understanding your question correctly. If our employees work anything different than the 8-5 M-F work week, they are paid their "normal" pay for any day that we are closed that is their normal work day. If we close and not their normal…
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We have this situation in one of our Plants. The GM requires employees to save enough time off to cover this period. (In otherwords, their time off during the year is "reduced" by enough to cover this time off. I believe he is in the right to do …
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You have two issues here. Is this FMLA (which it sounds like)? If so, you are making an accommodation. It is my understanding under the new FMLA laws, you can reduce Exempt employees salary (without getting into trouble) due to the FMLA. However…
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I am totally confused. From what you said it sounds as if this employee is "scheduled" to work somewhere between 44-56 hours a week. Since I don't know how his vacation "earned/accurred". If he gets 1.4 x as much vacation as the "normal person", …
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We have been doing this for years. It isn't really an insurance policy for a benefit where employees are paid (by the company) for 60% of their base wages (no ot or bonus) if out. First day if injury 8th day if illness. (This is very similar to a…
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As for the lunch and clocking in early.... I don't know how you calculate your pay, but you can do it several ways: 1) pay them the exact time that they clock in/out 2) round up eitheir by each 15 or 10 minutes. (If clock in 7 minutes would be rou…
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Is he the only one doing this job? If so, there is nothing to stop you form paying him hourly. (However, you shouldn't have people doing the same job with some hourly and some salaried.) Sounds like that is what he wants to be and is acting like. …
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I agree with Shadowfax. My understanding is that outside sales (if this is what they truly are) are a whole nother ball game. I think the theory of this is that many outside sales make way over the $455 a week, but are paid it in comissions and som…
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You do need to make sure this is a Federal, not state audit. The state just wants to make sure they got all the UI dollars they should have. I have had several of these. (In fact the same state employee came to 2 different companies to do the aud…
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I think you have an issue that needs to be addressed with payroll provider. We never change the dates of our checks, even if it is 12/25. However, we do change the dates of transmission to our payroll provider depending upon when a holiday might be…
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You can pay a nonexempt person hoursly. However this is normally done when you have a salaried nonexempt person, you are paying them this way because you pay them the full weekly salary whether or not they work the full 40 hours (or whatever the sc…
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Now is the perfect time to correct this mistake. You can easily say that you have reviewed the new FLSA updates and this is the finding. Then make sure from here on out you keep the records. (I have had this happen with 2 of our jobs and am fight…
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Also, maybe you are talking about when you can put a temp agency employee on your payroll without paying any "cash out" fee. Normally 520 hours or 13 weeks??? E Wart
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Absolutely not! You have to pay people for time worked, whether approved or not. Then you address the issue of not following instrucitons/policy and discipline them. Hopefully they will sit up and listen. Most employees know when their workday en…
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Randy, I may be reading this wrong, but I think what you might have heard/understood is correct. If the non exempt person is paid a weekly salary, they have already been paid their "one times their pay" for the overtime worked. You now owe them "a…
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We are a manufacturing company as well. If your person is similar to ours, he doesn't get involved in the production/design of the blueprints/models (except making suggestions for corrections now and then.) His job is to take the plans and "build"…