Congress is considering legislation that would require employers with 15 or more workers to provide seven days of paid sick leave per employee per year, an expansion of the FMLA that a coalition of HR and business groups immediately decried.
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.
Legislation introduced in Congress on May 19 would require employers with 15 or more workers to provide at least seven days of paid sick leave per employee per year.
Time off is precious to employees, but during tough economic times, some say they’d rather have the money. At MITRE, for example, a third of its 6,000 employees took advantage of an option to cash out up to two weeks of their paid leave last year.
Q. An employee just asked for a week off to attend jury duty. Do I have to grant the request for leave? If I do, can I require the employee to use accrued vacation time during the jury duty leave?
Q. Our company is considering replacing sick leave and vacation benefits with a paid time off (PTO) program. How are these plans treated upon the termination or resignation of an employee?
The U.S. Centers for Disease Control and Prevention have for years predicted that a virulent influenza outbreak could kill tens of thousands, hospitalize hundreds of thousands and sicken millions. Regardless of how the swine flu crisis plays out, it should be a wake-up call for employers. If you haven’t already, now is the time to undertake pandemic planning efforts.
Even as we watch the stock market slowly recover, organizations are still laying off employees and searching for ways to cut overhead. If your organization is eliminating even one job, plan it carefully. A hasty layoff can create legal problems that cost more down the road than keeping the employee would have. Here are 10 things to consider:
Family-friendly practices have suddenly taken a back seat as struggling businesses focus on the bottom line. Now employers are looking for other ways to give employees time off, albeit involuntarily. But when employers impose furloughs, forced shutdowns and reduced work schedules on exempt salaried employees in increments of other than a full week, it can jeopardize exemptions under the FLSA.
Q. Is it legal for my company to pay our hourly employees comp time instead of paying time-and-a-half for overtime worked?
Don’t waste your time and money offering benefits no one cares about. Review all your coverages. Conduct eligibility audits. Those are just some of the tips comp and benefits expert Gary Kushner has for HR pros eager to maximize the value and reduce the costs of the benefits they provide.