Q. We recently had a power outage and called employees who weren’t in yet to tell them to come in when the power was back up. We then gave these people a chance to make up the lost time by working late or using paid time off. Do we have to pay them for the hours they missed?
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.
Q. An employee has asked for paid FMLA leave for an increment of time that is less than the increment allowed under our company’s paid leave policy. Can the employee be required to take the larger paid leave increment to substitute any accrued paid leave for unpaid FMLA leave?
Like a mother who has just given birth, the parent who adopts a child needs time to bond and adjust to a household that’s been turned upside down by the arrival of a new family member. According to Hewitt Associates, that’s the consensus of the approximately 45% of U.S. companies that offer money or paid time off to adoptive parents. Here are six ways to make the most of an adoption benefit for your employees ...
Purdue University implemented a new parental leave policy in October that grants paid time off to either parent for a birth or adoption. The policy provides up to six weeks of paid leave for the birth mother and up to three weeks for the father of the child or same-sex domestic partner of the birth mother ...
Q. We have an employee who has a degree in accounting and is treated as a salaried, exempt professional employee under the FLSA. He became ill and has used his 12 weeks of FMLA leave. He chose to use the PTO leave concurrent with his FMLA leave. Since he returned, he has missed seven additional days of work. Can the company deduct these missed days from his pay without losing the salaried, exempt status?
Some temp employees have tried to argue that they should be paid immediately for their work as soon as they finish a particular assignment—and not have to wait until the next regular payday. They've claimed that when each assignment ends, they are in effect being “discharged.” Now a federal trial court has clarified that the end of an assignment isn't a “discharge.”
Employee handbooks should spell out exactly what it takes to earn time off—and what happens when an employee resigns or is fired. Make sure you spell out the limitations, or you may end up stuck paying for accrued time when you discharge an employee for serious problems, such as a failed drug test ...
Daimler Financial Services in Farmington Hills, Mich., not only gives its employees an extra paid day off every year so they can do volunteer work but also helps them find charities in need of help.
The U.S. Labor Department is set to implement the first major revision of the FMLA since the law was passed in 1993. If approved, the proposed changes could help employers administer the complex 15-year-old law and avoid lawsuits. But the proposal carries a few extra burdens for employers, too.
On-site scuba lessons, desks on wheels, employee shopping sprees and unlimited time off are just a few of the ways innovative employers recruit, reward, retain and refresh workers. See if any of these best practices—some simple, some extravagant—inspire you to take a fresh look at your company’s perks.