We have couple of salaried employees one of them being our
We have couple of salaried employees one of them being our manager. Under FLSA law, can they just not show up for work after just sending couple of emails from outside or can they be just absent from work after working partially? It would set a very bad precedence if the manager starts doing it.
I have several concerns about the bank I work for. If you
I have several concerns about the bank I work for. If you make any kind of mistake that does not impact the bank they put the managers on warnings. Setting them up to be fired. This has happened severl times since my employment. close to 2 years now. Every day you go in it could be your last. I have over 40 years of experience and have never been in this situation.. I was in the hospital for an infection from the dirty coin machine and they did not pay me my full salary. THey said I was on disability. Which was not so. They had to cut me a manual check and to date still do not have the stub with the break dow. Many more things are going onJA: Because employment law varies from place to place, can you tell me what state this is in?Customer: NJJA: Is the employment agreement "at will," union, full time or part time?Customer: full time. now since they just fired everyone in an other branch they want me to drive over and hour and half to fill in. Which is impossibleJA: Anything else you want the lawyer to know before I connect you?Customer: I am not the only one this is effecting. several other managers at this bank.
I work in an outpatient mental health clinic and there is a
I work in an outpatient mental health clinic and there is a big problem with billing and payroll. Clinicians are not getting paid and claims are not being submitted properly to insurance companies because there is a new billing software application being used and the billing staff have not entered information correctly and they do not really know how to do their jobs. No one wants to take responsibility for the problem and the owner keeps telling everyone that the problem will soon be fixed and we will all get paid correctly and consistently, but this has been going on for months if not years now and again. Paychecks have been inconsistent and nonexistent at times. One clinician was not credentialed properly and lost a whole year of medicare reimbursement due to the billing staff's incompetence. I want to report this problem to an outside party who might be able to help but I am unsure who to report it to. Should I call the US attorney's office or should I call the labor board or some other agency?
My job as an payroll implementation specialist has become
Hello,My job as an payroll implementation specialist has become extremely stressful and my health has started suffer as a result. I am with high blood pressure and with high levels blood sugar. After a severe panic attack I left work. Applied for unemployment benefits, but the benefits have been denied. The reasons and findings per MA UI are: You left work due to illness or injury, but failed without adequate reason to request a leave of absence. leaving work under these circumstances is determined to be voluntary and without good cause attributable to the employing unit. You left your work due to stress from the job that caused a medical condition. I just want to ask if there any chance for me to request an appeal? I didn't know that I can apply for leave of absence and it is so busy at work, who will agree to step away before year end. Also if I decide to go to hearing, where can I find an affordable lower, I am in Reading, Massachusetts?
New Payroll Salary Rule - So, can we tell our clients to
New Payroll Salary Rule -So, can we tell our clients to wait to enforce the overtime rules for salaries of $ 47,476 or under? or do they need to implement changes as of December 1 and then change if the new law is not held up?Thanks,JW
Because of the new FLSA overtime law for salaried employees
Because of the new FLSA overtime law for salaried employees ($913/wk, $47476/yr) that was suppose to be effective on Dec 1, 2016, my employer changed me from a salaried employee to an hourly employee. Also stated on the employment status change form, my employer noted my wage change = $20/hour, which calculates to $800/wk & $41600/yr. The form does not state my previous salary of 47257.60/yr (22.72/hr --- 908.80/wk). The reason stated on my employment status change sheet is "Employee is moving from a salary employee to an hourly, due to new regulations from the Department of Labor." The employee status change form states my current position as Accounts Payable and there was no new position. Prior to this employment status change, my employer also paid a $300/mo bonus for finishing financial statements by the 10th of each month to help cover extra hours worked ($3600/yr). My employer was also paying me a bonus to cover my 25% share of health insurance cost on each bi-weekly payroll. My employer wrote up a new job position to coincide with the change from salary to hourly. My position use to be Accounts Payable Manager, and now it is Accounts Payable. I previously was overseeing one A/P assistant (the boss's sister) --- this is no longer stated as one of my job duties --- even though the questions and decisions from her continue. In light of the recent court case, Nov 22, 2016 filed in Texas, a federal judge halted this FSLA overtime for salaried employees becoming effective on Dec 1, 2016 until the case is settled. My employment status change became effective Nov 21, 2016. What do you think? Will my boss have to re-instate my previous employee status and pay scale?JA: Because employment law varies from place to place, can you tell me what state this is in?Customer: I work in Washington.JA: Has anything been filed or reported?Customer: With who?JA: Anything else you want the lawyer to know before I connect you?Customer: Nothing is filed or reported --- One question, how much will this cost? That will decide whether I ask a lawyer.
I have a question about payroll in texas. I have a driver
I have a question about payroll in texas. I have a driver that asked for an advance of 747.00. The next week he gave me two weeks notice for quitting. So I deducted the 747.00 in two parts on his last two checks. Is this legal or did I do something wrong?
I am a CPA in Georgia. I have a client who has a question
I am a CPA in Georgia. I have a client who has a question regarding FLSA that I am not sure I know the best answer to. As you probably know, the FLSA minimum for an exempt employee is going up December 1st. This client owns a Propane company and he has drivers that haul the propane. In the past he has paid commission for extra loads( instead of overtime. ) Even with the commission, none of them made over approximately 40,000. Although he never officially classified them as exempt, since they were working 50+ hours each week and not officially getting overtime, then essentially he was treating them as exempt employees. He says if he now has to pay them approximately $47,000 each that it will put him out of business. In addition to it costing him more, there will be no incentive for the extra loads so his sales will go way down as well. They will work 40 hours and go home. Is there a solution to this other than calling them exempt(which I don't think they ever really were because they didn't meet any of the exemptions) or paying them overtime. The employees feel he should still pay the commission AND now add the overtime hours to it effective Dec 1st. He wants to just change the way he pays effective December 1st and pay overtime instead of commission. Under that method , he thinks he will essentially be paying them the same thing he is now. He thinks what they are making is fair and that his only problem is that he has called it commission in the past instead of overtime.JA: Because real estate law varies from place to place, can you tell me what state this is in?Customer: My question is not real estate. I just sent a question on FLSA. (Georgia)JA: Has anything been filed or reported?Customer: I think there may be a mix up. I have a question on FLSA that I just sent.JA: Anything else you want the lawyer to know before I connect you?Customer: NO.