If that employee's job is to watch the door and ensure bills have been paid, then any losses suffered by the employer can be subtracted from the employee's pay (this is a noted clause in many employment contracts, to ensure nothing of the kind happens).
But in general, an employee cannot be charged for the loss; they are only there to cook or to serve food, not to collect debts.
It depends on the policies of the employer and the agreement between the employee and the employer. In some cases, the employee may be held responsible for the unpaid bill, while in others, the employer may absorb the cost as part of doing business. It is important to review the employment contract or consult the employer for clarity on such matters.
Wages while on jury duty are up to the employer and are usually covered in the company's employee handbook, if one exists. The only requirement is that the employer allow the employee to serve jury duty and deploy no retaliation for time off.
You aren't responsible for them overpaying you, but you are responsible for paying back whatever you were overpaid.
Yes if the employer is claiming the credit the amount of the medical insurance premium that the employer is paying on behalf of the employee will be included on the W-2 form to inform the employee of the amount that the employer is paying for the employee.
Employment tax liability refers to the amount of taxes an employer is responsible for paying on behalf of their employees. This includes payroll taxes such as Social Security and Medicare taxes, as well as federal and state income tax withholdings. The employer is responsible for deducting and remitting these taxes from the employee's wages to the tax authorities.
No. They are required to continue to offer coverage, but they are not required to continue paying for it. You would be responsible for the full premiums.
No the employer must still until time the employer feels the employee will fail at paying(usually 6 months to pay) then he may discuss with the employee about taking it out of his/her pay.
You remind the employer that it can fire whoever it wants, but has noi choice about paying for all hours worked.
I don't know anything in the Code that requires it. The EmployER application for Group Medical Coverage asks if an Employer would like to allow an employee to keep coverage for up to 6 months. What if the Employer is only paying a portion of the premium? The Employee would still have to pay his portion. For a copy of the Blue Cross employer application Question # 10 http://www.quotit.net/eproIFP/webpages/applications/applications_group.asp?license_no=0596610 There is always COBRA
Yes an employer can deny giving you overtime hours but if you have already worked overtime then it is not okay for an employer to deny paying overtime once the hours have already been earned.
See http://www.losthorizons.com/Newsletter.htm
If the employer has been fired, presumably he or she does not have to pay you at all, as he or she is no longer your employer. The employer who replaces the fired one is responsible for paying you.
customer are the ones that take in the money to the business , basical their the ones that paying the employer and employee.