dhall111
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LadyAnn, that was PERFECT!
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[quote user="IT HR"]Let's put a humanistic side to this for a minute and put yourself in the employees shoes. If you are someone that is working say 60 hours a week and you leave 6 minutes early, and then get docked from your PTO for the 6 minutes,…
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[quote user="6348386"] It is my understanding that if you assess exempt employees by any hourly parameter, like the one you indicated, then we are treating them as hourly, and we may be liable to lose our exemption for similar situated employees ov…
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At my company, if an exempt works what would be considered a nominal amount during a vacation day, it's still a vacation day. Like checking voice mail, answering e-mail, etc. But if they do any substantial work or get tied up with a conference cal…
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You can request every 30 days.
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[quote user="cholmess"] While some states require FMLA be paid leave, (California), in most states it is unpaid leave. [/quote] Cindy, I believe that isn't quite accurate. Employers do not pay employees during FMLA in CA. CA does have a paid fam…
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As others have said, I wouldn't worry about the W-4. What I would worry about is why you would want or not want him to be an independent contractor. The "employee" doesn't get to choose. IRS defines the issue. Whether he has actual work comp ins…
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I can definitely see Challenger's opinion and agree with him. Sure, a telecommuter doesn't require office space/office resources, but if a company has to downsize why bother downsizing someone physically in the building? You still have to pay rent…
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We're similar to the others but we do require exempt employees to use PTO time. If they are out of PTO time then they're paid anyhow.
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I agree with Iris, that's a much better way to word it. At the termination meeting of an employee with equipment I would bring with me a letter that has the value of the equipment on it and have them sign it that they agree you can deduct from fina…
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I can't think of anything. There is no way to truly enforce it. They could have made a copy anyhow so what good would it do for you to get the original back? Have every page with a footer (company proprietary, etc.)
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And not just for HR, but for supervisors. There is a lot of liability to spread around at a business. Your company may want to look into Directors & Officers coverage, Employment Practices coverage, and Fiduciary coverage. A few things you co…
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[quote user="TXHRGuy"] That's not actually what 61.001(7)(B) says. I quoted the text directly from the statute in my earlier response. Do you have a source for that interpretation? [/quote] It came from this site - hr.blr.com
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If vacation or PTO is provided or promised, an employee who leaves the payroll must be paid for accrued but unused time (TX Lab. Code Sec. 61.001(7)(B)).
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We're similar to Lady Anne. Employees earn up to 15 or 17 days per year on an accrual basis - either 4.62 or 5.23 hours per pay period (amount earned dependent on organization and both are increased at the 5 and 10 year marks). We cap at 180 hou…
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Yes and no. I think subconciously I'm 90% of the way to a decision. It's not looks, or personality, or anything I can put a finger on. It's a gut reaction. The rest of the interview is spent trying to get the best information I can out of them t…
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I don't see anywhere that CA requires anything in writing to the employee. If I had to, I would stick strictly to "terminated for performance" and leave it at that. Since you're a member here, search the hr.blr.com site for CA termination.
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Yes, if your plan allows for all of the allowable Sec 125 changes, then spouse's open enrollment is an allowed change. When in doubt I check http://www.changeofstatus.com it's a great site.
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One other thought to this. If you proceed with terminating and not paying her out, other employees will hear about it. When they decide to resign, you may not get a notice. It can lead to employee morale issues, and only you will know if that is …
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I have never won an UI case against an employee who we allowed to leave prior to their term date - including TX. That's why we always pay out their notice.
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I would ask both of them to list what they believe the problems are. And a solution on how to correct it. And what is the final outcome they want. This way you'll be able to have a more productive meeting with somewhat of an agenda. Stay on topi…
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No, E-verify has not changed. It isn't connected to any of the states so you'll have to use E-verify (if you're a fed contractor or in one of the states requiring it) and go into the state website to post your new hires.
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The last I heard on it was that charges against the company were not yet made but were pending investigation. But still, Swift got hit hard with losing such a large part of their workforce. They knew that a raid was possible due to the actions of I…
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I agree with the article. E-Verify, to me, is a double edged sword for employers. On one hand, it's a good tool, on the other, it can bite you in the hind end. Just ask Swift & Co. Their plants were raided by ICE BECAUSE they used the system.…
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Yeah, TX, we do currently require that the employee notify the supervisor first but unless the supervisor has a good valid reason (like if the customer that employee is working for would pull their business because of the employee going to another d…
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I have actually had angry managers in my office because we post jobs internally. We still do it, but they don't always like it. Let me rephrase that. They love it if they have the opening. They hate if another manager has an opening and they hav…
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How is this paying her twice? You're paying ONCE - her hourly wage. Mileage is a totally seperate animal. And if I was her I wouldn't be using my own personal car, paying out of my pocket for gas and car maintenance and insurance, if I wasn't goi…
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Stroke victims often have difficulty in the workplace during their healing time. Is there any way you can modify her job? Can you reduce her quota requirement? (sounds like you have unofficially done that). Decide just how much further you could…
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[quote user="drobinso"]I also do not agree with docking an employee's PTO if they have worked 60 hours M-T. If it is causing a problem with people using "comp" time on Friday and racking up huge amounts of vacation that eventually has to be paid out…
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[quote user="Lindsay39"] And as for the poster who would dock PTO even after someone has worked 60 hours in 4 days..there are no words to describe that kind of draconian management style. Simply speechless. [/quote] Well, that poster was me. N…