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Recent Incentive questions
Re the new DOL regs with $47,476 minimum salary for exempt
Re the new DOL regs with $47,476 minimum salary for exempt employees. Employers can use up to 10% of that - $4,747 - for non-discretionary bonuses. We understand that. We provide quarterly bonuses. Let's say that the bonuses are $1,000 for all 4 quarters. At year-end, can we "make up" the $747 and still be in compliance?
Allen M., Esq.
JAG officer and former adjunct prof.
Juris Doctor, Cum Laude
1991 retiree received pension for 22 years, including
1991 retiree received pension for 22 years, including company-sponsored group health insurance and tax-free medical stipend (incentive for early retirement). Company was sold in 2012, at which time we lost group coverage and were required to contract for individual health insurance coverage. In 2016 Wife went to US govt coverage thru VA at no cost to us.New company retained stipend in April with no explanation--after repeated inquiries--renaming it "reimbursement." We have lost $250/mo. To date.Pls. Advise.
I was recently let go from my executive position at a
I was recently let go from my executive position at a start-up. My boss called me at home one evening to notify me that I was being let go and within minutes after hanging up, I found out from a colleague that another executive within the company had sent an instant message to his entire team announcing that I was "let go" that evening. I feel this executive has violated my right to privacy by making this announcement public. Do I have a right to privacy based on the circumstances of my departure?
My company had an incentive for the months of June and July
My company had an incentive for the months of June and July which I won, and then I resigned from the company on August 1st. The incentive that I had won was for a TV and $100 gift card. Since I was employed with the company during the span of the incentive, and won the incentive, does the company still owe me the TV and gift card?
Not sure if this is age discrimination or not. I received an
Not sure if this is age discrimination or not. I received an email from my employer, General Electric, around June 1st, notifying about 268 employees that they are eligible for a Voluntary Incentive Retirement Plan, offering one half of annual salary for people who accepted the plan and elected to retire on July 31st. Although I had about two months to train someone, my boss considered my position critical and would not let me accept the retirement package, with no offer of any retirement package in the future. He wanted me to stay an extra couple of months, with no incentive to stay except my normal salary. Because I was ready to retire and saw no reason to stay, i elected to retire on June 30th. I have no idea if I was the only one who was refused this offer because HR would not let me know. I am 68 years old and was ready to retire. Do I have a case for receiving any compensation on my retirement?
My retention letter states that the payout will be as
My retention letter states that the payout will be as follows:• Total payout is 10% of employee base salary as of October 1, 2015.• Paid in two phaseso 10/23/15 – 5%,o 7/23/16 (or closest pay date) - 5%,having a hard time with HR getting their ducks in a row so it will be the first paycheck in August, the 11th.JA: Because laws vary from state to state, could you tell me what state is this in?Customer: washingtonJA: Have you talked to a lawyer yet?Customer: noJA: Anything else you think the lawyer should know?Customer: I hit send too soon...should have continued to say that the payout should be July 29, but my boss' reply when asked was, "... having a hard time with HR..." my question is can they change the date like that?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: washington
It has been a year and a half now, and there is still major
It has been a year and a half now, and there is still major errors in my salary at Denver Public School system. I brought these concerns to HR reps and was pushed away as being incompetent about financial matters concerning pay. Later it was discovered that I was being underpaid (still to this date) primarily because I was placed on the wrong pay grade. As of lately, my colleagues (all white) have been receiving the extra financial incentive, and I'm no longer receiving it. DPS has not been responding to this finding either.
I have a question about a position I just accepted So I
I have a question about a position I just acceptedSo I signed a contract for a position at a specific hourly wage and it also came with a relocation benefit which is outlined in an agreement to stay with them for 1 year.Now I was just browsing their job board and for the exact same title and job they are including a sign on bonus for ALL employees that start in the months of July and August 2016...Well I start in August and that is what we chose as a start date for meBut my paperwork never said anything about the sign on bonus.All I got was the relocation assistance...Should I ask the HR manager how do I apply for the sign on bonus or is pretty much a done deal...However, their job board states : ALL employees for the position of xxxxxxxx starting in July and August 2016 will receive a $xxxxxx sign on bonus.What should I do?Do you think there is a chance I could get this?
My employer changed my bonus structure the day beforeView more employment law questions
My employer changed my bonus structure the day before payment was due. The original bonus structure was communicated to me on February first of this year, the start of my company's fiscal calendar. Payments are made quarterly based on store performance. The first fiscal quarter ended for the company on May 1st, and my performance based on the original compensation plan was communicated on May 16th. Based on my performance in the first quarter, I should have received a bonus of $6,145.22. Payment of this bonus was due on Friday June 10th. On Thursday, June 9th, we received communication that the bonus structure had been changed and a clause was added that capped my stores performance due to is being a new store. This change reduced my bonus to $1,235.22, a difference of $4,910.00. The company states that this is legal because they have the following clause on my compensation letter.“PetSmart reserves the right to modify compensation and benefits from time to time, with or without notification to plan participants. These modifications may include, but are not limited to, amending or withdrawing incentive and / or equity plans as PetSmart deems necessary.”Is it legal for them to retroactively change and incentive plan after the pay period has closed?