dhnyct
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Without some sort of policy for using time off, how can you determine when leave has been exhausted in a case of FMLA, etc???
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My first thought is to charge a vacation day. But it seems there may be some other factors not included in your post...performance, attendance ? ? ?
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It could take some time and additional information to untangle the various areas of concern involved here. Because of similar "demands", and in the interest of limiting future perceptual disagreements, we now inform employees before they ever lea…
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I'm not sure if being exempt really makes a difference. The main focus should be "consistency", especially with a formal written policy in place. Have you looked into a plan to offer special bonuses for retention, etc?
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I remember an automatic meal deduction being a program option when we set up a new time clock several years ago. I suppose the idea would work for an office or plant that literally shuts down for lunch.
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I don't get a lot of garnishments, but I understand there are limits for multiple claims. Not sure whether it's first come first serve, or if some are higher priority over others.
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Do you outsource payroll processing? If so, they can provide assistance. If not, be sure you get a signed authorization form from each employee. (Check out mail order HR form companies.) Our payroll source recommends we get a voided check from the…
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Since exempt status is determined by job functions, how can it be at the discretion of the employee?
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Travel time is paid when it falls in the employee's regular work schedule. I believe out-of-town considerations require an overnight stay.
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Please direct me to the regulation which speaks to partial day docking for exempt employee on intermittent FMLA. Thanks ! ! !
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Payroll does not have the option of not paying OT, even if the OT was not authorized. However, it can be addressed as a disciplinary issue.
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If employee is truly exempt, where did the term overtime come from in the first place? We lucky exempt people are expected to put in more than 40 hours as necessary...whatever it takes to get the job done. If exempt employee truly goes above and bey…
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This goes back to a problem I had some time back. How do you compensate the 10 hours of work each week while exempt management employee is still at home?
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When our employees ask to work on the weekend they are usually trying to "catch up" on their paid hours to preclude being charged leave. Catching up on their workload is often a secondary issue.
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HELP...I really need to know how others deal with these issues!!!
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Each exempt employee is responsible for tracking their own time off. Trouble is not everyone uses the same standard, and upper management is reluctant to support my proposal for a consistent plan. How do you account for those who arbitrarily take …
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What is your basis for a "pre-tax" purchase plan? Do you propose to handle payment through payroll or accounts payable? Sounds a little risky to me.
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Holiday pay would be at the regular rate. We allow the employees to add any over-40 holiday hours to their PTO for later use.
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My understanding is that unless you have a policy which states any hours WORKED on a holiday will be paid at a premium rate, overtime would only apply to anything over 40 hours within the regular seven-day work week. Any hours worked on a holiday wo…
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We converted to PTO years ago, and it works really well. We especially like not having to determine what kind of leave to charge when someone is out. If the total benefit is to stay the same, just convert the total number of hours currently allowe…
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Since exempts do not clock in/out, who documents their use of PTO? This has become a "growing pain" issue for us. Would like to review exempt policies regarding the accrual rate and usage of PTO, to include any variance for years of service.
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Over half of our employees choose POS over HMO because of the flexibility of providers, etc. The POS rates are higher, but not to an extreme. How long has it been since you shopped for a different carrier? Can't comment on CA regs, but I'd tried …
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Donated PTO value is posted to payroll as Misc Income and is taxable to the recipient, which does reduce the net. Still, recipients are most appreciative for any unexpected income to help cover employee costs for health insurance, etc. The morale …
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Some time ago we too had a situation during which fellow employees wanted to donate PTO hours. After much research through HR and accounting sources, we developed a program whereby a fellow employee can donate the dollar value of a designated numbe…
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I've never been big on Halloween taken to the extreme. However, for years our employees have the option to "dress up" for the day...some scarey and some whimsical. We also offer an assortment of seasonal lab jackets throughout the year. Most of…
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[font size="1" color="#FF0000"]LAST EDITED ON 10-04-01 AT 09:01PM (CST)[/font][p][font size="1" color="#FF0000"]LAST EDITED ON 10-04-01 AT 09:00 PM (CST)[/font] If you include some general business info (type/size/location/etc), there may be some f…
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I understand it is quite an involved task, especially with the deadlines. Luckily, ours is being handled by a third-party administrator.
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We switched to PTO a few years ago. It's much easier to administer since there's no designation between annual, sick, and personal time off. The biggest problem is to be certain employees don't view it as "vacation time". We earn x hours every …
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Ditto for Georgia. Just found out we will be changing to a new insurance provider in October, which may also involve a change in employees' premiums.