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.
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. 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.
Offering an extra three to 30 days of paid leave to employees who donate bone marrow or organs could improve your organization’s reputation as a company that cares about its community. Less than half of 1% of those who register as potential donors will ever be called to give, so the benefit will cost your organization very little.
More than half of employees admit they show up for work when they’re sick, according to a CCH Unscheduled Absence Survey. Here are a few simple ways to help your organization reverse the trend of "presenteeism" so employees can recuperate from the flu or other illnesses and return to work focused and productive ...
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?
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?