E Wart
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We used to do this too. The "tradition" started when we were a much smaller family owed company and tried to help employees out. Then became expected. I finally got this stopped and became the "bad person". We have automatic deposit and employee…
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Check with the state Labor Departments in the areas you need. They do a good one in Georgia. E Wart
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We have had this (automatic 30 min. lunch set with time clock) at one of our plants for years and years. (I am actually trying to get them to change it to punching in and out.) The good of it is that it is easy for lazy employees and "forces" empl…
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We have some plants that don't punchout for lunch and some that do. I feel better when they do... because if you ever have a complaint and you show you take 30 minutes for each employee's lunch, but the employee says that he was called back to his …
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In normally would agree. However, I have been here 4 years and they were in a mess when I got here. Won't hurt to at least review them all and get them in "similar"order. I probably won't get to all of them by the August deadline, but will try. E…
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Forget if they are part time, temporary or whatever. All you need to look at is if they are exempt or non-exempt. If non-exempt, you owe it. E Wart
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Parabeagle, I would love a copy too, if not too much trouble. 770-981-3345. Thanks, (tele 770-981-2803 x 27 if problems.) E Wart
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The weekly (and with highly compensated the annual) salary is one of the items that has to be met for the exempt status. If it isn't met, then they aren't exempt even if all other items are met. E Wart
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[font size="1" color="#FF0000"]LAST EDITED ON 07-15-04 AT 10:16AM (CST)[/font][br][br]As I am sure you know, the salary requirement is only one part of the test. Considering they meet all the other requirements to be considered exempt, they MUST be…
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Sort of hart to respond without have a little more informationation. I am assuming these are 2 employees that do not report to each other. However, do they work in same area or dept. I would get each one of their statements/story. Also ask each i…
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You could get into a situation that could affect employees' exempt status. I think you need to be a little more careful about why they are out and how long. Is it a full day or part of a day ? Is it illness/FMLA or personal? (can't dock part of …
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I call this pay in lieu of notice. You should pay him for the notice time (you are the ones who told him not to come in to work). Then if it is your policy to pay unused leave time (and it is the state law) you have to pay him this, normally in a …
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We're a private manufacturing company as well. I have learned that paying for all time off in manufacturing is the norm. (However, I personally think it is crazy for the company to do it.!!). We have vacation, holiday, personal time for non-exemp…
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If you don't have a policy, I would say you would go by the federal and state laws. However, it is good to have your policy in writing on this in case questions. E Wart
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I am a little confused... I don't know if you mean that the company transmitted the payroll on time, but failed to fund the payroll account or if you mean that you failed to trasmit the payroll in a timely manner that allowed enough time for Automat…
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We had to do this to one of our supervisors several years ago (but not due to "hard times". We evaluated what the hourly rate for the "new" job would be (which was significantly less than "present" job.) The employee was explained that he was no l…
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E Wart I agree with Marc about checking the circular, but yep!! the IRS wants their money. (It used to be 28% and has recently gone down. Some states have a set amount as well.) Obviously, if an employee's tax bracket isn't this high, they get som…
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I recently received something on paying travel time. If you will send me your email address, I will see if I can forward it to you. E Wart [email]ewarthen@newcombspring.com[/email]
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I don't know if you have talked with ADP about the costs and let them know you will be leaving unless they can cut their costs. I don't think you will get much, but worth a try. Also, you may want to get a price from Ceridian. That is who we use,…
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I know what you mean about being a "stickler", but this is your job. I think that if you explain it as why it can't be done, instead of going in and just stating laws, they may be more willing to answer. You are right, they are breaking all type of…
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Payment of commissions would have to be tied in to your state law (if any) and also your policy of how commissions are paid. If you are an at will state, you don't have to pay them for this "notice time". However, they could probably go file for un…
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It is my understanding that they can still be "relieved of their duties and still have a company vehicle". The question here would be do they time the "30 minutes meal break as a true break". If so, you would not be under any obligation to pay the…
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We are manufacturing company and only have a second shift. In MA we pay 15% in TX we pay 25 cents more in CA we pay $1.00 more (I know, this is crazy, but I inherited it.) E Wart
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Without knowing your policy and your states requirements, don't you pay the vacation now or later? So, what difference does it make when. This should be accrued in your budget already. Sounds like your CEO should be looking for a pay cut from emp…
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Rounding is permissable by FLSA as Hunter 1 said. The main thing is if you round, you have to round up as well as down. (Can pay to the exact minute, round by the fives, 10's or 15's.) You must also be consistent. (Don't do it one week and not t…
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I am not sure what you want. We are not like CA. You have to get the employee their final check by the next regular pay period, doesn't matter if they resigned or you let them go. Also, you are not required to pay any vacation pay. (However, if …
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Ditto on CA. There are laws on number of hours (and days) that person should work. I did find this on the State of CA web site. As far as GA is concerned. No limit. You can work someone 24 hours a day for 30 days straight if you can get them to …
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I agree with MoneyMan and others. It really depends on how you pay your employees. We pay weekly and employees get paid for what they worked the week before. If we reduced the number of paychecks, we would short them for a week. (A lot of this is…
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E Wart Brad, thanks for your response. We don't want to terminate him. We are willing and planning to hold his job open, but just wanted to find out if there was anywhere else that he could get some compensation. Yes, he has already been chosen an…