My employer pays its employees based on the number of documents we complete in an hour. I was recently moved to a different department where the other four people are on a different pay scale than myself.
I am a salary employee still in my 90-day probationary period. Some of our departments have a two week break once a year (now) but I was told that my department will stay open. Two days before the break I was told that I would not be working for the next two weeks and would not be paid.
My interview went great and led to a verbal commitment to hiring me, pending my background check. I was told to expect a phone call in two to three days. It has been 10 days since and I have not received a notice or phone call from the employer. What should my next step be?
About 30 to 60 days after an employee has been terminated, they are to receive compensation on a file that they started prior to termination. Can I pay them as a 1099, and if so do I need to obtain a W-9 form, or do I still have to create a paycheck for them as usual?
I have an employee that has a son and seems not to be able to come to work on time. Can I allow her to work 8:30 a.m. to 5:00 p.m. with a half hour lunch and not give the same option to other employees?
We are a non-profit childcare center in Colorado. We want to speak to all three employees at the same time in order to get to the root of the problem. Do you think this is a good idea from a management point of view?
Our HR person was laid off, now the CFO is acting as the HR person. Is that right? It seems like there is a bit of a conflict here, not only that I also doubt the person is trained or skilled in handling many HR issues.
The exempt manager called in sick following a holiday. Our policy for non-exempt is that in order to receive holiday pay, one must be at work the day before and day after a holiday. Am I obligated to pay holiday pay to the exempt staff person who was absent?
I had to reduce all five of my employees to 32 hours/week vs. 40 because of down sales. Doing this prevented me from having to layoff two of them. Now, one of those employees is unhappy with the decreased hours and is requesting to be laid off. I don't want another employee listed as "laid off" on my unemployment taxes.
I am a manager who recently found out about complaints about a subordinate. According to HR, this was the fourth time someone complained about him, but he was only aware of two complaints. Should HR have discussed these complaints with him prior to putting them in his folder? How much knowledge should the employee have about what is in his personnel file?