HRCalico
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Well, rroberts, I keep hoping that someone will answer with a quote from chaper and verse so I can chime in and say "yeah"! It seems that I read in one of the CFRs that it should be paid. I quietly waive our 60 day waiting period for holiday pay f…
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We do the same as Ray. If, at the end of their time we decide to keep them on, they get a new "full-time benefits" date of hire and then have to satisfy the waiting periods as a new hire. Caution, though - in Nebraska, they can (and WILL) file for…
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I'd recommend calling your state wage and hour office to be sure. I tend to err on the side of caution (pay the exempts since it's your decision to close) much to my president's dismay. There are a couple of manufacturing plants in our area that h…
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That is a really good idea, but what if there is overtime? In my previous non-profit life, we were very strict about non-exempt employees keeping at 40 hours (went home early on Tuesday, the last day of our pay week, if they were at 40) so it may n…
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You're fine on the hourly employees, but I don't think you're right about the exempt ones. We had this discussion a while back, but it was regarding snow days, and closing the workplace due to weather. This is from the Nebraska Law Letter - If the…
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Good for you, Open, xclap and THANKS for sharing that!!! xhugs
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I'm not quite sure what (if anything) the law says, but I can tell you what I do. My first shift production starts at 6 AM but I don't get in until 9. (We don't do drug testing, so I can't address that, by the way.) I do a complete orientation us…
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We do basically the same as Dutch. My standard line is that there is no such thing as comp time, but if our president chooses to grant exempt employees additional paid time off at his discretion based on their performance and workload, he may do so…
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We only have two shifts, and we offer a 10% differential for working swing. So, at our starting wage of $8.50/hour, it bumps them to $9.35. People who are in it for the money will be impressed, but those aren't typically the best long-term employe…
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I concur with Larry and would pay the OT. While it isn't their usual duties, I would still consider it part of those individuals' jobs and put it into the hours worked column.
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Yes, hopefully Nae will weigh in. I haven't heard of any defining criteria other than the insurance contract and benefits policies. PS - Larry, I hate the way gas stations do prices. Your people aren't all crazy! Just mostly :>)
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Abby, if they aren't eligible for sick leave yet (not sure of your policy) OR if they don't have any accrued (used it already), you'd pay the full week then, right? This is kind of moot for me, I think, because it's rare for us to have an exempt on…
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Our w/c policy has a 7-day waiting period, during which employees may use accrued paid time off if they wish. For exempt employees, deductions from pay are permissible when an exempt employee is absent from work for one or more full days for person…
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Everyone else has given you good advice. I have frequently told my boss that it doesn't matter what he wants, the duties decide whether a job is exempt or not. And it is correct that you can treat an exempt position as non-exempt but not the other…
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Yikes, Nae! I don't have a thing to help you, but I'm posting on the outside chance that it will get you on the radar of someone who can help. :>) Guess I'm just commiserating . . . I posted a year or so with a sales commission question and go…
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The Nebraska law letter just had an article on this that I found informative - in the blue bar on the left side of this page, under Newsletters, click on Subscribers and log in. In the middle (white) section, under HR Answer Engine, click on Search…
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Hey! Thanks for posting all that info - that's just what I meant. You were way ahead of me from the get-go. I'd say 1 is in doubt because half the time is during normal hours. 2 - who decided this employee would attend training? 3 - If it's a gr…
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Welcome to the forum, RYoung! I hope you find it interesting and informative, as the rest of us do. I'm not sure if this will work, but check out this thread: [url]http://www.hrhero.com/employersforum/DCForumID17/1490.html[/url], or look for "Over…
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Before I ignored it, I would put in a call to my county court and ask them. In my limited garnishment experience, if you get a judgment in one county and want to garnish in another county, you have to go through that county's court. Let alone anot…
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Oh, COME ON! :>) Surely someone out there can help me out - anybody??? Please?
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Oh, no, I understood from your first post that you remembered them! I just read it as when you looked it over, you didn't double check that the deductions were taken. Is there a place where you can look when you check it to see if they were taken,…
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I'm not sure you have any recourse at this point to recoup the money since it already has been paid. I am not that familiar with advances (except that I am violently opposed to them for reasons that include the ones you state). I know there is the…
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I have never put this in to practice myself, but I spoke to two Nebraska attorneys just a few weeks ago who said they have successfully defended "blanket statements" which the employer used to deduct. However, EVERYTHING I have seen on this forum h…
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[font size="1" color="#FF0000"]LAST EDITED ON 12-18-05 AT 08:35PM (CST)[/font][br][br]THANK YOU to both of you! I haven't been reading the boards as closely as I used to, so I missed that previous thread entirely. Specifically, the post that refer…
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According to the training I had last week, not many employees meet the computer exemption - I'm guessing that's what you are referring to by the hourly amount - it's like $27 and change, I think. The lawyer conducting the training specifically said…
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If the web site gods are with me, you should be able to access that thread by clicking here: [url]http://www.hrhero.com/employersforum/DCForumID14/6655.html[/url] I think there was some great discussion in it, although I might be biased since I con…
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I do things a little differently, but it could be you are looking for a different result that I get. For part-time people, I take their number of hours scheduled for a week and divide by 40. Since I work 25 hours per week, I am 0.625 FTE. One off…
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Hi, Lori - I didn't know you were still around! I declared myself non-essential personnel last Monday and stayed home (but I'm non-exempt, so that was easy). I just hope the roads are OK in the morning - it's blowing awfully hard tonight. I'm not…
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You can find what Popeye speaks of here - [url]http://www.irs.gov/publications/p525/ar02.html#d0e420[/url] (Thank you marc for the link on [url]www.thehrforum.net[/url] !)
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I was trying to say something like that, too! Sort of, anyway. :>)