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.

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You’ve tried sending out memos, putting up posters and issuing gentle reminders, but nothing keeps employees from leaving their extra papers behind at the copier. You feel like a den mother, constantly cleaning up after everyone. What’s the best way to get people to change their habits? Change their environment.

If your organization is limping through the economic downturn, you’ve no doubt considered cutting down your labor burden to save money. Before you resort to radical surgery—in the form of layoffs—consider a more benign cure that increases the odds of a full recovery. Furloughs—requiring staff to take unpaid time off—can reduce payroll costs without inflicting long-term damage.

Q. I’ve heard conflicting answers: Is it legal for our company to pay our hourly employees comp time instead of paying time-and-a-half for overtime worked?

Legislation recently introduced in Congress would require employers with 15 or more workers to provide at least seven days of paid sick leave per employee per year. The so-called “Healthy Families Act” would guarantee workers at least one paid hour off for every 30 hours worked.

Q. We have a nonexempt salaried employee who normally works Monday through Friday. We pay her biweekly. She took a weeklong vacation, which normally would come out of her paid time off (PTO) bank. We had a customer emergency and called her into work on the Saturday of her vacation week. How should we pay her? ...

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.

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.

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. 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?

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