When you’re an employer calculating overtime pay for an employee, the definition of “work week” means something very significant in legal terms. It’s actually the basis of determining overtime for purposes of the Fair Labor Standards Act (FLSA).
If you own a restaurant, you’ll want to pay attention to a big change to tax rules that are now in effect. This is especially if your business has a policy of adding automatic tips to the tabs of large parties or for other special circumstances (curbside delivery, check splitting, etc.).
Employers are required to keep track of the number of hours actually worked by each non-exempt employee. Is your company set to handle this workload?
Wage and hour laws are developed to protect the wages which employees earn for work performed.
Therefore, there are additional laws which dictate under what circumstances employers can deduct from those wages. This will discuss federal guidelines, so keep in mind many states have more restrictive laws concerning deductions from wages.
There are various circumstances that determine whether time spent driving/traveling is considered hours worked. There are federal guidelines for calculating employee drive and travel time, but keep in mind some states have more specific laws than others which address this issue. Whether travel time constitutes hours worked depends upon the nature of the travel, the nature of the employee’s work and the connection between the two.
Managing payroll for employees can be a tedious and sometimes difficult task. I’ve put together a 5 part blog series on wage and hour fundamentals to help you in the process. I will be discussing how to handle important topics such as determining hours worked, drive and travel time, deductions from pay and overtime for your employees. The first part in this blog series deals with exempt vs. non-exempt employees.
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PEO = Professional Employer Organization “A PEO is an organization that provides an integrated and cost effective approach to the management and administration of the human resources and employer risk of its clients, by contractually assuming substantial employer responsibilities and risk, through the establishment and maintenance of a co-employer relationship with the client’s employees.” – National Association of Professional Employer Organizations (NAPEO) In other words: “A PEO forms a co-employment relationship with business owners to assume certain adminstrative and legal functions including: Human Resources, Payroll, Workers’ Compensation, Risk Management and Employee Benefits.” –Frank Crum, Jr. President of the Florida Association of Professional Employer Organizations (FAPEO) You…