In brief; we have contracts that employees are paid under that are either SCA or Union.
Our Human Resources Department was providing a summarized list of Holiday Pay / Benefits for each contract and specified on a specific contract that if a Holiday is worked individuals are to be paid: 8 Holiday hours at their regular rate of pay plus 1 1/2 (this is exactly how it's worded in the memorandum). How do you interpret that for calculation purposes?
HR interprets that if they worked 8 hours on the Holiday they would receive: 8 Holiday hours at their regular rate plus another 8 hours at their regular rate for the hours worked.
I think the way it is stated is misleading and makes it sound as though the individual will receive 8 Holiday hours at their regular rate plus 8 hours calculated at their overtime rate for their hours worked. I'm hung up on how she's getting 1 from 1 1/2. I am not used to working with a Human Resources Department and it just feels like we are always speaking totally different languages.
I came across this article ( http://www.mercurynews.com/2017/03/21/the-ncaa-tournament-is-unpaid-overtime-for-players-that-is-madness/ ) and was shocked at the amount of money that is made from March Madness. Do you think student-athletes should be paid?
I am a moderator on another board and just had to re-read an old post because some kind soul spammed it. I re-read my answer which was correct, but not complete. It missed a point worth raising here.
The term "situational awareness" is one used by pilots. Basically a fancy way of saying that pilot maintains a picture in their head of where they are compared to the other planes (and the ground). And that before they take any actions, they think through how it changes the picture.
The problem on the other board was an employee b****ing about no FIT withholding because they were paid both a small base pay, plus commissions on a separate check, plus a huge number of deductions they should not claimed. The employee's problems they mostly brought on themselves. Who cares? But paying out both base pay, and commissions should have gotten the attention of someone in payroll. A single person making $80K annually with no FIT should have gotten someone's attention. I am not saying that you have to protect employees from their own stupidity, but I will say an competent payroll person needs to maintain situational awareness of the results of any actions THEY take.
Example: Bob is on student visa, and because of that, payroll is not taking out all taxes. Sooner or later that visa will expire or change types or something. This should not be a surprise. At the time payroll finds out about Bob's visa for the first time, and does whatever they do to adjust the taxes, they should also schedule the follow up. Do not wait for the "plane" to crash when you know there is an additional action certain to occur.
Do you routinely talk to all W-4 Exempts at least annually? All visa holders? Any one with huge numbers of dependents? I am not talking about legal requirement, I am talking about common sense. Do two different employees with different addresses both use the same bank account? Not impossible, but also not likely. Do your supervisors hand in the timesheets and hand out the paychecks? I wonder how many of those employees actually exist, if you are going to make it that easy to scam the system.
Complaints by employees who have recently started to use our hand scanner to track attendance
"Why is the hand scanner dirty?"
"How often is it cleaned?"
"Did you know we our out of hand sanitizer?"
"Who knows how many germs are on that scanner?"
"I don't understand why we have to scan our hands."
"We should all be trained on the scanner as a group. Its embarrassing to do it one by one"
I'm a local government employer so I've not dealt with this before, please pardon my dumb questions.
Recently found out one of our staff is telecommuting. Legal residence is in Kansas, we are in Kansas. For the "semester" she is apparently staying in Washington DC and is doing work via computer. To me, this means that her place of work is Washington DC and we should be following DC rules for minimum wage, and need all appropriate tax accounts for DC.
Yes, no? Anyone familiar with DC's payroll rules?
Has anyone had to manage payroll during a merger or acquisition? Any horror stories?
Do you think that minimum wage laws should also include students who are working at universities?