Are you or your staffers guilty of any of these sins against good grammar?
Exempt vs. nonexempt
Rounding nonexempt employees’ hours for pay purposes has always been a risky practice, and the feds have been cracking down on many firms that employ this practice. But does that mean you should avoid rounding altogether?
If a current proposal from the Department of Labor (DOL) gets passed, it could mean a lot of added work — and headaches — for companies.
The Dept. of Labor (DOL) has checked off the new OT regs from its spring 2016 regulatory to-do list, but that’s not all the agency has in store for employers.
There’s a clearer indication of when the updated Fair Labor Standards Act (FLSA) OT regs will be finalized.
Even if they do have the best intentions, well-meaning managers are often the source of companies’ wage-and-hour nightmares.
If your company subscribes to the pay practice of rounding nonexempt employees’ hours to a set time, you’re certainly not alone.
The DOL’s prediction about the new overtime reg’s impact on exempt employees: 4.2 million workers will become non-exempt on Dec. 1, 2016. That means most firms will be dealing with the challenge of transitioning exempt staffers to a non-exempt status.
Everybody’s got too much to do these days, and the overtime can add up fast. But you’ll probably want to check your current pay policies and procedures against a new ruling from the Department of Labor. You may owe more than you think.
Yes, companies plan to give raises to the rank-and-file in the coming year, but that’s not where most of the money’s going to go. The major story right now: variable pay.
We realize this is Payroll 101, but you’d be surprised by how many companies run afoul of this basic rule: Just because an employee receives a salary doesn’t mean he or she isn’t entitled to overtime payments.
Now here’s a company that seems to believe in the old adage: “If you’re going to break one rule, you might as well break them all.”
Even if the DOL acknowledges a company made a minor, “common” mistake regarding overtime calculations, it doesn’t mean the agency will let that company off the hook.
Fall may have just begun, but many companies have been in a deep freeze for years … when it comes to salaries. So will 2012 hold more of the same?
Payroll pros may think complying with IRS rules is enough to keep their companies out of trouble.
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