State laws set the minimum wage. Most require that a person receive time and a half for more than 40 hours a week.
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.
1. Do what the employer have directed you or the duty of the job description. 2. Show up on time to work when expected.
Under "normal" employment termination curcumstances, this question depends entirely on the state in which you work in. Different states have different regulations which will contribute to the outcome of your earned vacation pay. In many states, employers are required by law to pay an employee accrued vacation time, regardless of whether you quit, or are fired. Your "earned" vacation time is looked upon exactly as that - "EARNED", so it is considered a payable and taxable. There are states however where there are no provisions, and the outcome of whether you receive pay for accrued time is entirely up to your employer. In a case such as this, you have to consider the following factors: * Does the state require pay for unused vacation time at all (some states just simply do not require this)? * Was there an agreement which entitles the employee to be paid for accrued time off? * Was there an agreement which DOES NOT entitle the employee to be paid for accrued time off? * What is listed in the employee handbook? -HR Monkey-
A defined benefit plan provides a set amount of benefit to the employee at the time of retirement, and a defined contribution plan specifies the amount of money an employer contributes to a retirement fund for each individual employee.
A defined benefit plan provides a set amount of benefit to the employee at the time of retirement, and a defined contribution plan specifies the amount of money an employer contributes to a retirement fund for each individual employee.
can an employer force an employee to take a leave of absence with no medical documentation?
An employer is entitled to keep a record of time keeping and absenteeism of an employee. Time keeping is important as it could alter how much the employee is paid.
Usually 'banking' hours is not allowed. You have to be paid for every hour you work, and get time and a half for any hours over 40.
yes an employer has to pay the employee for jury duty and can not fire or discipline the employee in any way for time lost due to jury duty
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.
An employer can track any employee's time. No employment law prohibits that, nor requires that employers track "all or none". The employee whose time is tracked is unharmed.
The advantages of time rate is that the employee is paid on the basis of the time that he works. The other advantage is that there is flexibility on both the employer and the employee.
Nah man
YES, if you are a full time employee and have been employed for 6 months. There are some other fine print but basically, the employee shall be entitled to the employee's usual compensation for time received from such employment (including travel and jury duty time). The employer has the discretion to deduct the amount of the fee or compensation the employee receives for serving as a juror from the court. No employer shall be required to compensate an employee for more time than was actually spent serving and traveling to and from jury duty.
An employer can dismiss an employee at any time for any reason or no reason, except when the firing violates a statute or contract.
No. An employer can not pay an employee half time unless the following requirements are met: 1. the employee's hours must fluctuate from week to week;2. the employee must be salaried and be paid the same each week regardless of the number of hours that the employee works during the week;3. the fixed amount must be sufficient to provide compensation at a regular rate not less than the legal minimum wage.4. the employer and the employee must have a clear, mutual understanding that the employer will pay the employee the fixed weekly salary regardless of the hours worked; and5. the employee must receive a fifty percent overtime premium in addition to the fixed weekly salary for all hours that the employee works in excess of forty during that week. If the employers often do not follow all of the requirements of this method and their employees are still owed time and one-half for all hours worked over 40 hours.
Not since 1994.