Does everyone get the minimum wage in Minnesota? Read More Does everyone get the minimum wage in Minnesota?
I have an employee who has just experienced a miscarriage early in her pregnancy. She was already using Intermittent FMLA for her appointments and so we are prepared for her to use FMLA for this unfortunate event. My question though is that since our company also offers Bereavement, does this event fall under this category as well? Our policy for is 3 days for “Immediate Family member”. I was asked this question by a fellow employee in HR who handles the coding for payroll, etc. Any advice? Thanks so much! Read More I have an employee who has just experienced a miscarriage early in her pregnancy. She was already using Intermittent FMLA for her appointments and so we are prepared for her to use FMLA for this unfortunate event. My question though is that since our company also offers Bereavement, does this event fall under this category as well? Our policy for is 3 days for “Immediate Family member”. I was asked this question by a fellow employee in HR who handles the coding for payroll, etc. Any advice? Thanks so much!
For employees who are non-exempt salaried and work a regular 40 hours each week, do we need to track their time? Read More For employees who are non-exempt salaried and work a regular 40 hours each week, do we need to track their time?
Is it legal to pay an exempt salaried employee straight time over their salaried 40 hours? For example: We have an exempt employee salaried at 40 hours. He works 45 hours. Can we pay him for the extra 5 hours? If so, do we have to pay him the overtime rate? We are in Wisconsin. Read More Is it legal to pay an exempt salaried employee straight time over their salaried 40 hours? For example: We have an exempt employee salaried at 40 hours. He works 45 hours. Can we pay him for the extra 5 hours? If so, do we have to pay him the overtime rate? We are in Wisconsin.
We have a rewards program here, where employees can earn points. They turn the points in for gift cards. Here are a few ways they can earn rewards. Annual flu shot, Annual Medical exam, annual dental exam, keeping track of steps with a fitbit tracking device and annually employees get points on their anniversary. They can save up the points and redeem for gift cards of their choice. For example: an employee may have saved up 600 points and turn it in for a gift card for $60. Would this be considered discretionary or non-discretionary? And if non-discretionary, how would we include it in their income? Read More We have a rewards program here, where employees can earn points. They turn the points in for gift cards. Here are a few ways they can earn rewards. Annual flu shot, Annual Medical exam, annual dental exam, keeping track of steps with a fitbit tracking device and annually employees get points on their anniversary. They can save up the points and redeem for gift cards of their choice. For example: an employee may have saved up 600 points and turn it in for a gift card for $60. Would this be considered discretionary or non-discretionary? And if non-discretionary, how would we include it in their income?
Have decided that we will be closing down our facility on Sundays. However, we will be requiring a certain number of employees to be “on call”. These employees will need to be within a certain radius of our facility in case they are called in. Some employees will be salary exempt and some employees are hourly. My question is – how would we pay the hourly workers? Can we pay them a flat rate for Saturday afternoon until Monday morning? If so, how do we make that calculation to their pay? If we pay them a certain amount per hour, how do we make that calculation? Read More Have decided that we will be closing down our facility on Sundays. However, we will be requiring a certain number of employees to be “on call”. These employees will need to be within a certain radius of our facility in case they are called in. Some employees will be salary exempt and some employees are hourly. My question is – how would we pay the hourly workers? Can we pay them a flat rate for Saturday afternoon until Monday morning? If so, how do we make that calculation to their pay? If we pay them a certain amount per hour, how do we make that calculation?
If an employee is considered an Exempt employee, a deduction from his pay is not allowed if he has a partial day absence. Is there a rule or law that states how many hours he/she has to work per day to be considered no deductions allowed? Read More If an employee is considered an Exempt employee, a deduction from his pay is not allowed if he has a partial day absence. Is there a rule or law that states how many hours he/she has to work per day to be considered no deductions allowed?
In NY state – if we supply electronic devices with payroll software access – where an employee has access to their pay check stub – is that sufficient or is it a requirement that we have pay stubs printed and mailed? ADP is telling our payroll department that it is required we print stubs unless we have the employees permission. Read More In NY state – if we supply electronic devices with payroll software access – where an employee has access to their pay check stub – is that sufficient or is it a requirement that we have pay stubs printed and mailed? ADP is telling our payroll department that it is required we print stubs unless we have the employees permission.
I have a simple question. In the state of New Mexico, if an employee gives you their two week notice, and you tell them that they can leave today. Are we obligated to pay them for the two weeks even if we told them they didn’t have to work? Read More I have a simple question. In the state of New Mexico, if an employee gives you their two week notice, and you tell them that they can leave today. Are we obligated to pay them for the two weeks even if we told them they didn’t have to work?
