Q. We have a nonexempt salaried employee who normally works Monday to Friday and is paid biweekly. She took a week's vacation, which would come from her PTO (paid time off) bank. We had a customer emergency and called her into work on the Saturday of her vacation week. How should she be paid? Should she receive her PTO pay but have eight hours less of it charged against her PTO bank? Should she be paid for eight extra hours, plus her week of PTO pay? If we pay her both PTO and eight extra hours, do we have to pay her overtime? —W.M.
Payroll Management
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.
A frequently disregarded ADA provision often catches employers by surprise. The ADA, which prohibits discrimination of disabled people at work, also bans discrimination against employees because they "associate with" someone who is disabled ...
Employee benefits are, in many cases, a lot like other pieces of an organization's culture: They're there because, well, they've always been there. But in these days of constantly rising health insurance costs, employers can't afford to keep providing benefits just because that's the way they've done things in the past, said Gary Kushner, president of Kushner & Co. benefits consulting firm ...
Q. I have a question about the partial-day deduction rule. I don’t understand how we can deduct from salaried employees’ paid-leave bank when they are gone for an hour or two during the day since we don’t pay them anything extra when they work 50 hours in a week. For example, if an employee works 10-hour days on a regular basis, is it OK to charge her vacation time when she leaves an hour or two early? —J.H., Minnesota
The top three New Year’s resolutions for people: 1. Strike a better balance between work and home life. 2. Exercise more. 3. Avoid bad relationships. Your organization can’t help workers avoid disastrous dates, but it can help with the first two items ...
Cash is king when it comes to wellness incentives. Studies show that the almighty dollar is the best motivator for employee participation in wellness activities, followed closely by reductions in health insurance premiums ...
Q. We had a full-time RN request time off to be with her husband who experienced a heart attack. We’re a small medical center with 25 employees. Administration was very upset and wouldn’t let her take any paid time off and wouldn’t guarantee her position. She had lots of sick time and vacation time in the bank. Can the company do that? —D.B., Pennsylvania
The community relations department at Texas-based National Instruments organizes volunteer opportunities for the company’s 2,200 U.S. employees and has 40 staffers engaging workers in volunteer efforts. But that’s just the beginning. ...
HR Law 101: The FMLA allows employers to refuse to reinstate workers returning from FMLA leave under limited circumstances. For example, if you have experienced a reduction in force due to the economy or a companywide reorganization, you may be able to eliminate a returning worker's job ...
The following sample policy was excerpted from The Book of Company Policies, published by HR Specialist, © 2007. Edit for your organization’s purposes. _____________________ “If you are called to serve jury duty, XYZ encourages you to fulfill your right and duty as a citizen. Time off will be granted for the duration of your jury [...]
