Federal law requires that all non-exempt employees are paid at a rate of one and one half times their regular rate of pay for all hours worked over 40 in a workweek. This is pretty straightforward to figure out when a payroll is processed on a weekly or biweekly schedule because the number of days in the pay period remain the same. But for employers who pay their employees semi-monthly (i.e., the 1st and the 15th of the month) the number of work days fluctuate from one pay period to the next depending on the way the calendar falls. Continue reading
Let’s discuss a situation that’s somewhat common among employers. You have an employee, Sharon, who has used all of her allowed paid time off (vacation, personal, sick, etc.) for the year. Sharon’s mother falls ill with a serious medical condition and Sharon needs to take additional time off work to help care for her mother, but she doesn’t have any paid time off available. Sharon’s coworker, Kim, has a lot of accrued paid time off with no vacation plans so she asks you if she can donate some of her available paid time off balance to Sharon to be able to use during her absence so that Sharon doesn’t have to take unpaid time off work to care for her mother. Can you allow Kim to donate her paid time off to Sharon?
You can. But it’s not that simple.
Many states require that employees are allowed breaks for rest and/or meal periods (see our previous blog post here for information on your state’s requirements, if any). But even for employers in states with no requirements, there are many reasons you should encourage your employees to take regular breaks.
While taking breaks may seem counterproductive when you want your employees to be as productive as possible during their work time, there are actually several benefits, both for the employee and the employer, when employees take breaks.
While nobody wants to think about tragic situations such as the death of an employee, it’s best to have a list of items to take care of should one of your employees pass away. Having a plan of action in place will help you stay organized and ensure all necessary items are addressed properly.
Prior to the death of an employee, and on an at least annual basis, it is recommended that you have employees review and update personnel forms. These forms include emergency contacts, their life insurance and 401k forms, and health medical savings accounts. There are many life events that can occur throughout your employees’ time with your company that can affect how their end of life benefits are administered (when applicable) such as separation, divorce, or death within their family resulting in a change of beneficiary information. Continue reading
Oregon employers must begin withholding a new statewide transit tax beginning July 1, 2018. There is no employer paid portion of the new transit tax; it is paid entirely by individual employees through payroll withholding. The tax must be withheld from wages of Oregon residents (regardless of where the work is performed) and wages of nonresidents of Oregon who perform services in Oregon. Continue reading
With sexual-harassment allegations on the rise, states are moving towards reform of their laws and the complaint process. One of these states is New York, which recently passed a law that will go in effect October 9th requiring companies to provide annual sexual-harassment training for all employees.
All training must meet or exceed the standards of the state, either by using a program set forth by state agencies or the company’s independent training program. Continue reading
Were you aware that before closing a plant or laying off a large number of employees you may be required to provide advance notice to the affected employees? Many employers are not aware of this requirement. The Worker Adjustment and Retraining Notification (WARN) Act requires that some employers give employees at least 60 days’ advance notice prior to certain plant closings and mass layoffs.
Employers with 100 or more employees must comply with the WARN Act. The 100 employee count does not include employees who have worked less than 6 months in the last 12 months or those employees who work less than 20 hours per week. It’s important to note that even though these employees are not included in the employee count, they still must be provided notification at least 60 days before a plant closing or mass layoff. Continue reading