Comments on: Payroll Problems https://www.evilhrlady.org/2009/07/payroll-problems.html Everything to make HR better Thu, 23 Jul 2009 20:19:49 +0000 hourly 1 https://wordpress.org/?v=7.0 By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4155 Thu, 23 Jul 2009 20:19:49 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4155 Usually if you're tracking exempt employee hours it's for cost accounting or billing purposes, it has little or nothing to do with payroll. If you're dealing in some areas, like government contracting, you don't have a choice, it's required by contract. Vacation tracking is just a byproduct. Accounting doesn't really care how much time was spent by a given person, it's how much was spent for a particular effort and what did it cost. Putting time into a PTO bucket keeps it off the direct cost of the actual operation, with time off being accounted for in a separate fringe cost.

]]> By: Katherine https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4154 Tue, 21 Jul 2009 22:59:43 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4154 Hee Hee. After trial and error, and heartburn and hair pulling (my own!), I came to the same conclusion. I have a good payroll person, however her boss is one of those people who makes you jump through hoops for the sake of jumping through hoops. Thankfully, I only have 4 exempt people out of the 24 in my department!

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4153 Tue, 21 Jul 2009 12:39:08 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4153 I totally agree with the last comment – you can't have it both ways. However, I do understand the problem with your payroll – they're tracking hours, obviously, or they wouldn't be able to deal with having both 10 hour shifts and 8 hour shifts. Why, then, is it a problem.
I think it might be due to how the computer system deals with schedules – we used a time and labor system like that once, which is pre-programmed with expected shifts. Then, when hours are put in, rules set up by your company apply, which could be what's causing this issue. As you seem to have planned, I'd talk to payroll/HR about this – PC systems shouldn't be running the show.
I'd also remind them about the danger of tracking exempt employee hours…they're setting up the DOL's case for them by completely undermining exempt status.
Also, what happens when someone runs out of PTO and only works 38 hours in a week? If they're paying less than the regular salary, you've just made your employee non-exempt.

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4152 Tue, 21 Jul 2009 12:21:27 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4152 I think one of the tests for exempt status is "does the employee get paid for the entire week if they work any part of that week?" (Among other tests.) Payroll can't have it both ways with exempt employees. They can't track them hourly under 40, which appears to be what they want, but then not pay them over 40 (except comp time, but you get my point.) Sometimes employees who would in every other way are exempt can become non-exempt by penalty if a valid complaint is made to the DoL.

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4151 Mon, 20 Jul 2009 20:05:40 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4151 I hate it when people say "irregardless".

]]> By: Just Another HR Lady https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4150 Sun, 19 Jul 2009 17:16:21 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4150 I totally agree with you on managers taking the iniative to manage staff vacations as they see fit. My usual statement is "if you ask me again I will deny having this conversation with you… but if time is recorded, we have to manage it as per payroll rules and regulations, if it's off the record you can manage as you see fit". I sometimes get the eye twitch from the manager, but most times I see a lightbulb go on.

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4149 Sat, 18 Jul 2009 11:26:40 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4149 I like EHRL's idea of just doing it and not saying anything. I do it all the time. I'm an IT Manager and my entire staff is exempt. As an example, 98% of the time if someone needs a half day off, I don't bother w/ the paperwork. But, I only do this for those that put in the time. I have one person who does his 40 hrs and goes home. I tend to not let that person slide. If company policy doesn't allow discretion of its managers, there's an inherent problem there. I understand the 24×7 nature of this person's company but if there's coverage, I don't see the point of binding the manager's hands. Comp time is a reasonable give and take. If more companies were results-oriented instead of watching every move, they'd have less management issues.

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4148 Sat, 18 Jul 2009 03:15:32 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4148 Exactly.. your employee will be "working at home" and "checking email" on that day, and as an exempt employee, whether they work a little or a lot, they get paid for the day (no docking rules, and all that)

]]> By: Productivity Guy https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4147 Fri, 17 Jul 2009 21:14:50 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4147 I definitely agree with EHRL – just let him get a "free" day next time he goes on vacation.

]]> By: Anonymous https://www.evilhrlady.org/2009/07/payroll-problems.html#comment-4146 Fri, 17 Jul 2009 15:41:09 +0000 http://localhost/wordpress/2009/07/payroll-problems.html#comment-4146 Dear Evil HR Lady,

Thanks for taking the time to answer my question. Just to provide a touch more info:

My employer rolled all sick, vacation, and holiday time into PTO time several years back. We provide 24/7 services, so we have no off days, unless we take PTO for them. Also, our company explicity prohibits any comp time for exempt employees.

Our exempt staff does not punch a timeclock, but we have a computer program that handles our payroll, through which PTO, etc., is handled. As manager, I have to approve everyone's payroll and submit it.

Again thanks. I'll know more on Monday, and will share if you wish if I find out anything new.

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