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Payroll question/suggestions

highland145

highland145

Lifer
I pay the hourly employees on the 15th and the last day of the month. What should my overtime policy be? And how do I figure overtime?

If they work over 40 in one week, I feel they should get time and 1/2. Someone said shorten their hours the next week so the average is 80 or less.

And the week will be split by the pay date on most periods.

Monday to Friday business.

TIA
 
Federal law says:

Unless exempt, employees covered by the Act must receive overtime pay for hours worked over 40 in a workweek at a rate not less than time and one-half their regular rates of pay.
Click to expand...

It appears that SC doesn't have separate "wage and hour laws," so the federal laws apply.
 
How many hours are included in that check.

Labor laws may required anything over a 40/hr week be overtime; others may be over 8 is OT.

How you choose to pay is not the issue; it is keeping track of hours worked over a set period of time.
 
Left a voice mail with the labor board investigator.

Depending on the period, there could be 12 days/96 hours, excluding overtime.

Boomer, that looks like I'll need to track the the pay both ways. A standard 15th/last day and a Mon-Fri to give time and 1/2 for over 40.

No wonder my old employer made everyone salary. Hope fully the investigator will give some concrete info.
 
highland145 said:
I pay the hourly employees on the 15th and the last day of the month. What should my overtime policy be? And how do I figure overtime?

If they work over 40 in one week, I feel they should get time and 1/2. Someone said shorten their hours the next week so the average is 80 or less.

And the week will be split by the pay date on most periods.

Monday to Friday business.

TIA
Click to expand...

The right thing to do is to pay over-time if someone has to work more than 40 hours in a week; Law doesn't matter here, because doing the right thing is absolutely legal.
 
highland145 said:
I pay the hourly employees on the 15th and the last day of the month. What should my overtime policy be? And how do I figure overtime?

If they work over 40 in one week, I feel they should get time and 1/2. Someone said shorten their hours the next week so the average is 80 or less.

And the week will be split by the pay date on most periods.

Monday to Friday business.

TIA
Click to expand...

Shortening hours the next week is a dick policy imo. Make your employees feel like you respect their labor and pay overtime.
 
highland145 said:
Left a voice mail with the labor board investigator.

Depending on the period, there could be 12 days/96 hours, excluding overtime.

Boomer, that looks like I'll need to track the the pay both ways. A standard 15th/last day and a Mon-Fri to give time and 1/2 for over 40.

No wonder my old employer made everyone salary. Hope fully the investigator will give some concrete info.
Click to expand...

Making everyone salaried doesn't mean you don't have to pay overtime...

Only those employees whose job descriptions meet certain requirements can actually be exempt from overtime laws...trying to skirt those can land employers in lots of hot water.
 
nanette1985 said:
What does your accountant say about this?
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That's a good question too. I'll call her. She hasn't handled my payroll/fed state remits/FUTA/unemploument/etc. Typically, she only does the year end corporate tax. At the loan office, I'm salary and my part timer only works 10 hours/week so it's never come up. The new day care has 5 people, full time so it's an issue now.
 
BoomerD said:
Making everyone salaried doesn't mean you don't have to pay overtime...

Only those employees whose job descriptions meet certain requirements can actually be exempt from overtime laws...trying to skirt those can land employers in lots of hot water.
Click to expand...
There's the law and then there's the pain-in-the-ass of dealing with violations of the law.

http://www.flsa.com/coverage.html

I have no trouble thinking up ways to make people exempt, pay them 23.4k/y and working them 80+ hours a week.
 
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