njjel
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Many trucking companies in my area of NJ DO pay overtime after 40 and even after 8 simply to attrack AND retain good drivers!
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An exempt employee should not be required to clock in and out. An exempt employee is paid the same amount regardless of the number of hours worked. An hourly employee is paid by the hour, thus the need/requirement for clocking in and out. Under t…
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Yes, it's legal (they don't have to give ANY sick time if they elect not to) However, if an employer wishes to attract good employees it's a good idea to consider the concerns of the employee and a child's illness is definitely one that should be c…
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Is there a cost associated with these salary surveys and if so what is the amount?
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Were you to compensate him/her for the extra weekend work it is my opinion that they would not long qualify as an "exempt employee".
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Terry - Our employees work a 35-hour work week. On occasion they may have to work 39 hours in a particular week and they can take time off for the four hours at a later date (and be paid for them). Are we still in violation of FLSA and/or NJ Wage …
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However, I hve been told that in NJ employees must be paid "for all hours worked". We are NOT paying them for the time worked between 35 and 40 hours but are giving them hour for hour comp time which goes into their comp time bank. Under FLSA and …
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The employees are non-exempt in a private corporation.
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But can we allow them to bank comp time for hours worked between 35-40 when we have a 35 hour work week and their union contract calls for it?
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What about giving non exempt employee comp time for hour worked between 35 and 40 per week? We have a 35 hour work week and are in NJ? Also, once the employee accumulates 40 hours of comp time and doesn't spend it down, would we then be required t…
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A good start would be for top management to set forth the new policy to everyone! That way, there would be no surprises when the increases were lower. Mangement should also inform the employees that at a certain point, salaries will be "capped" a…
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We have the same issue come up here all of the time. Accounting doesn't want to maintain a file for them and HR doesn't feel it belongs in the Personnel File either. If HR does keep it, is it proper to keep it in the Personnel File? More input on…
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As long as confidentiality remains I would participate in a survey as mentioned above. It's true big bucks are paid for wage info, however I have found 9 times out of 10 that not much information is provided at all as to the details like are also m…
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The TPA has told me that our carrier doesn't provide us with an SPD! That we had to do it ourselves with an attorney! I'll check the link you sent. Anyone else who wishes to weigh in please do. Thanks!
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So bottom line then is that ALL employers must issue and SPD whether self insured or not correct? Where can I find this rule? I need to back up my statement to my TPA!
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I hadn't heard of it either which is why I brought it to the forum. My TPA is making this statement. would appreciate everyone's help on this!
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We give 5 days for mother, father, daughter, son, sister, brother, grand mother/father; and 3 days for aunt, uncle and mother/father-in-law; daughter/son-in-law, etc.
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The ee's personnel folder stays on my desk until we have received all required info. One of which would be either a denial of insurance coverage or the enrollment form for coverage. The stack is reviewed each week and the ee's are hounded to get t…
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Your plan document from your FSA should detail it for you. If not, call them and inquire.
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I would never use the anniversary date. Way too complicated to track. We use a biweekly accrual system which works very well. That way everyone at the same level earns the same amount of PTO at the same time.
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I don't know if NJ has this or not. Anyone from NJ aware of it?
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Even at open enrollment time, we still do not permit employees to drop a spouse without proof of insurance. This could cause entanglements for both the employee and employer should the spouse file suit for unauthorized loss of their medical coverag…
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Unless the spouse provides us written notice from their employer that they have coverage with them, we do not allow the employee to simply drop their spouse. In the case of a divorce we allow the employee to drop the spouse when we have seen a copy…
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If an ee comes to me with their election form and it says "none", then I inquire if they are aware of the premium option. Sometimes they change it to "yes" and other times, they still leave it as "no". I also send out a company wide email explaini…
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I would not send the 90-day notice. That is the initial notification of COBRA coverage and if they do not take your insurance, the point is moot.
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If you require birth certificates for all ee's newborns then you may require it of him. We do not require birth certificates.
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thank you for that info. However we would still appreciate knowing the option other forum members took and their reasons. We do have our counsel working on this as well.
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A letter of reference for a "discharged" employee? Why in the world would an employer want to even go there? I definitely would not be giving a letter of reference to an ee we discharged. As to giving him a copy of his personnel file - absolutely…
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If laid off and expecting to bring him/her back to work, it should be the option of the employee. If laid off as in terminated you should go by what your company policy is and also check your state regs. Here a person who is let go not to return i…
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Often times gifts of money do help to defray funeral expenses or go toward the purchase of a grave marker. We have gathered funds in the past for a current ee that died and it was used by the family to purchase a grave marker. The family nor the e…