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?
It’s important for your Payroll pros to treat exempt workers differently than hourly employees in most circumstances. But there are exceptions your people need to know about, especially if your company has some common policies in place for absences and paid time off. The outcome of a recent court case, Jones v. New Orleans Regional […]
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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