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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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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 ...

Q. If an employee is out sick but has already used up all her sick-leave hours, can we legally subtract from her vacation time instead? —K.P., Michigan

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. Is there a law or reasonable standard regarding how many weeks maternity leave should be? And should we make that a written policy in our employee handbook? Even with FMLA, to which our employees are entitled, we thought maternity leave was either six or eight weeks, depending on type of delivery. —J.F., 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. ...

Q. We're a nine-physician medical clinic, and we employ a salaried business manager. She makes less than $100,000 but more than $23,660 per year. Her duties include personnel, hiring and firing, and office work. We don't give her comp time or overtime pay. If she takes a partial day off, she must use vacation time (paid time off). In light of the new (FLSA, overtime) rules, are we handling this correctly? —B.B., Missouri

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 [...]
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