Federal wage and hour laws do not require you to have a time clock. Whether you decide to have a time clock or not, you should have a reliable system in place for keeping track of your employees' ... |
"Giving comp time" refers to the practice of giving "compensatory" time off to nonexempt employees who work extra hours instead of paying them time and a ... |
Federal wage and hour laws don't prevent you from making deductions from a nonexempt employee's pay for tardiness or for failure to punch a time clock (if ... |
By definition, exempt workers are paid by salary, which means that they get the same amount of pay per week regardless of how many hours they work in a week. ... |
If your employees are nonexempt, in the process of paying them, you must first determine how many hours the employee ... |
If you pay your nonexempt employees on an hourly rate basis, their "regular rate" is the amount of the hourly wage you've agreed to pay them. We recommend ... |
The federal minimum wage is now $5.15 per hour. This is the minimum rate that must be paid to all nonexempt employees for each hour worked up to and ... |
If your employees are nonexempt (which means they're subject to overtime) and you pay them a salary, as opposed to ... |
What seems simple on the surface — deducting money from an employee's paycheck — can be extremely complicated. Several federal laws apply and, potentially, many state laws may apply as ... |
A garnishment is a court order letting you know that a legal claim has been made against an employee's wages. The order generally will have arisen from a legal proceeding filed by someone to whom ... |
