Ineffective payroll management and shoddy payroll systems can result in personal liability (including JAIL TIME) for non-compliance.
Business Management Daily helps our readers with information on payroll processing and tips on timesheets that will help you to implement payroll programs that pay off.
Paid time off (PTO) plans have shot up in popularity in recent years and now are nearly the majority type of employee leave program at U.S. organizations. Use the following data from the recent Paid Time Off Programs and Practices survey by WorldatWork to benchmark your organization’s PTO practices.
Q. An employee took time off to be with her husband who had a heart attack. We only have 30 employees. Management was very upset and wouldn’t let her take any paid time off and wouldn’t guarantee her position. She had accumulated several weeks of sick and vacation time. Can the company keep her from taking paid time off to care for her husband?
As of Jan. 1, California employers with 15 or more employees must provide up to 30 days of paid leave to employees making organ donations, and up to five days of paid leave to employees who donate bone marrow.
In the wake of the recent snow emergencies that swept across the Northeast, many employers have been trying to figure out when and if they have to pay their employees when work is shut down due to severe weather conditions. For the most part, the answer depends on an employee’s status under the Fair Labor Standards Act.
Q. One of our exempt employees has requested a partial day off to attend a religious service and contends that she should be paid for this time off as a “religious accommodation.” Is she correct?
Q. One of our full-time employees took time off when her husband had a heart attack. We’re a small company with 30 employees. Management was very upset and wouldn’t let her take any paid time off and wouldn’t guarantee her position. She had accumulated several weeks of paid leave. Is it legal to keep her from taking paid time off to care for her husband?
Q. We would like to set up an employee leave-sharing program in which employees would contribute unused paid time off to a “pool” that could then be used by other employees who have run out of paid time-off hours. Are there any issues we should be aware of in setting up an arrangement like this?
Even though the economic climate remains tenuous, most employers will continue to offer the same number of paid holidays to employees in 2011 as in past years, says a new Society for Human Resource Management (SHRM) survey. Here is the breakdown of each holiday ...
Q. Our policy lets employees carry over up to 100 hours of unused paid time off from year to year. We would like to change the policy to permit employees the choice between cashing out paid time off and carrying it over into the next year in order to encourage them to reduce their paid time-off accruals. Is this a problem?
Train supervisors and managers on situations that could trigger the FMLA leave determination process. The best approach is to suggest they notify HR if an employee calls in sick and implies anything more than “I’m sick today.” If the employee provides any detail that makes it seem likely he or a family member is suffering from a serious health condition, he should be referred to HR to determine if he’s eligible for FMLA leave.