moneyman
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I believe that the only time that you can adjust a salary/exempt pay is for the purposes of partial week's work for new hire and termination. So, if I understood correct, converting the first partial week worked and the last partial week worked to …
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I agree, it has been nice to find out (from all of you) that I am not alone in the world of HR. There are some postings that I would swear have been generated out of my office.
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That is the view we take. We WANT to limit our administrative employees to 40 hour weeks, and for the most part we succeed. That is why we feel (the employees have agreed) that the 1/2 day policy is faid for both sides. Most exempt can and do lea…
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I agree with the two above posts too. In all that I have read, and seminars attended, the focus was on not deducting PAY from an exempt employee for the partial day absences. We also have the practice of applying paid time accrued for 1/2 day and …
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I think that there is still confusion using the terms "salaried" and "hourly" in this issue. As Hatchetman stated, you can have salaried non-exempt, which means that you pay a salary, but still MUST make adjustments for actual time worked (meaning …
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[font size="1" color="#FF0000"]LAST EDITED ON 08-19-02 AT 08:44AM (CST)[/font][p]I agree with all the posts that you must consider the job and not the person when determining the exempt status. In this example, it sounds like the job has not change…
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If I understood correct, your employee worked 40 hours from Mon-Sat, then began another 40 hours beginning Sunday. With your pay week to include Sunday, I would say that the hours worked on Sunday must be "added" to the previous Mon-Sat worked for …
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Being a small-medium employer, we know every individual and generally know what is going on. In larger companies, where you may not know each individual as well, there might be problems. Still, our main practice/procedure/policy is to make sure th…
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Very succinctly said. We have used the PTO for years and the biggest comment that we received is that it gives the "healthly" employees more benefits. Prior to that, we had 6 days in a 12 month period and if you did not take it, you lost it. We fo…
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[font size="1" color="#FF0000"]LAST EDITED ON 06-19-02 AT 07:50AM (CST)[/font][p]If you are asking if an exempt employee can be treated as an hourly non-exempt, then I would say yes you can at YOUR discretion. If YOU OFFER the job to the employee a…
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That is one reason why we chose to go with a PTO policy. You accrue time to be used in any fashion that you want. You don't have the issue of employee's lying to be able to use their paid time.
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I didn't think that you could "require" an exempt employee to track time via a timesheet. I thought that this put the company in jeopardy of losing the exempt status by treating the employee as non-exempt. In my practices, the only time a "timeshe…
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We've used the same guidelines and have not had problems. We feel (and employees agreed) that to ask them to take from their "bank" for less than 4 hours was not a good plan. Altough we really try to keep our exempt employees to 40 hours weeks, we…
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We never forward on any premiums until we receive it from the EE so we are never out any money. EE is informed of due dates and grace period and consequences of late payment. If they pay on the last day of the grace period, we hand deliver the pay…
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I am in agreement with the above that if the spouse is not named as the 100% beneficiary, the spouse must consent to this, usually the signature is witnessed by the Plan Administrator or notarized. When it comes down to a distributuion, even on a r…
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We've run across this issue before and our broker advised us the opposite of yours. Our plan carries a 90-day "service period" and then you become eligible. As long as you work more than 30 hours a week, you will be eligible, no matter what your wo…
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We do not have a written policy but it has been "known" that under certain circumstances a person can donate their PTO time. It has to be approved by the donor's supervisor first (to make sure that they are not jeopardizing their own time bank) and…
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I agree that no qualifying event has taken place. The employee has choosen to change coverage by dropping the spouse's coverage and this does not fall under any catergory of an QE.
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But working in the healthcare industry with bosses that are doctors, it is very hard to tell them, go call this 800 number. That is what we find to be our big problem. You can help and educate everyone else, but the doctors themselves rely on thei…
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What about a rotating schedule assigning the responsility by department? That way, somewhere down the road, every one will have a hand in it. Perhaps HR can oversee just to make sure that things are on track for that period and that a department d…
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I don't think that I have ever seen anything (federal law) that prohibits you from making the accruals during a vacation absence. I think that I have seen cases in the opposite direction, instances where you are mandated that you MUST continue the …
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We work with "consistency" as one of the top principles, and with that in mind, since you can not sit down with every terminated employee, we stick to the first class, proof of mailing, method. Since you must mail to the address when there are othe…
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We have been advised by our insurance agent and our attorney NOT to send a cancellation letter, or even to send bills, or contact the former employee about late or payments due UNLESS we are willing to do this for EACH AND EVERY continuee in EACH AN…
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Addressing the switch of current employees first: Are you awarding the benefits after the year of service is performed, so that you must work one full year before you get any vacation time? And, that when those hours are put in their "bank" then the…
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I know that this has been kicked around before, but I believe a major court decision came out last year that clarified (or tried to) that someone already on Medicare was still supposed to be offered COBRA. The regulations stated that when a person …
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Hi Don D, isn't there something (somewhere) that says that if the time is "earned" or considered a "cash equivalent" benefit, then you must pay it out? I don't really remember much on this, but I feel like I have heard something like that. We have…
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Hey, Hot Topic! x:D I have worked in the accounting and the HR departments. Each one has its own needs, standards and purpose. You can not expect them to work the same. For accounting, 2+2 should always equal 4, most matters do fall into the bl…
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It certainly is a good idea to make sure the people get a little vacation. At one time our company used to mandate that one week of vacation time must be taken, in one block, the other days could be used singly or even in partial days. This rule s…
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We looked into this years ago (I don't remember the resources) but we discovered that the liability insurance was astronomical to have a daycare facility on the premises. It was a nice idea, but wouldn't be worth the price to accomodate a few emplo…
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I agree with "bsa" that you must look to your particular plan. Our plan also states the employee must be regularly scheduled for 30 hours/week in order to "be eligible" for our plan. Whenever an employees goes below that mark, we issue a qualifyin…