When a company offers vacation, they have to decide on an accrual rate to use. There are a few options. Employers can offer vacation time off to match their pay periods, hand it out once a year, or provide it on an hours worked basis. The rates all have their pros and cons and one may not be the right choice for each company or each employee.
Author: Peggy Emch
You’ve seen the mileage reimbursement rate that the IRS publishes each January but do you know where the number comes from? Many people think the rate is based on gas prices alone but if that were the case, mileage reimbursement would be much lower than the published rate. If your car gets 27 miles to the gallon, for example, then rather than reimbursing 54 cents per mile, you’d be reimbursing more like 10 cents!
Actually, the reimbursement rate per mile is figured from various factors associated with owning, driving, and maintaining a vehicle.
When an employer drafts a time off policy, they have several choices to make: How much time off to give each year, which accrual rate to use, whether to implement a probationary period, and whether to use an accruals cap. When deciding on an accruals cap, some employers choose to clear all of their employee’s time off at the end of the year, rather than just putting a limit on the amount of time employees can earn. Employers don’t always realize it but this type of policy can cause conflicts in work flow and employee engagement.
Missing timecards and incomplete timesheets are one of the biggest employee management hassles. Employees have to be paid for time they work, regardless of inadequate record keeping, and so, if timesheets are not turned in, someone has to go chasing after them. This can take up ridiculous amounts of time depending on the size and dispersion of a team.
If you’re a manager trying to reduce your wasted time, be proactive and offer your employees some of the following helpful tips.
If you reimburse your employees for mileage, there are some things you should know about your role in the unlikely event that your employee is involved in an auto accident.
When employees hop in their cars to run errands for work, employers might feel released of liability – out of sight, out of mind, right? Employees are in their own cars, for which they (better) have their own insurance. If they cause an accident, that’s their problem, right? Possibly, but sometimes, the liability can fall on the employer.
Most companies have several choices as to which payroll schedule to use. There are four that are allowed in the US. They are: weekly, bi-weekly, monthly, and bi-monthly. The four choices all have their own pros and cons. This graphic should help a business owner get a handle on the right choice for their company.
Not all of these schedules, however, are available to use in all states. Be sure to check this list for payday frequency requirements by state. The options vary by state and even by occupation in some instances.
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We want to say thank you to all our past and present clients who helped make last year so great. We released quite a few features updates as we constantly strive to create a better user experience for our rapidly growing user-base. We are planning an equally productive year for 2017 too! Our website will be getting a makeover in the beginning of the year and features updates will be coming out regularly throughout the year. Stay tuned for some exciting changes!
Staying healthy is a challenge during the holidays. With so much good food around, it’s hard to eat well. With so much to do, it’s hard to make time for exercise. But we all know it’s important. Losing weight is a common ambition, albeit a difficult one to stick to. Avoiding medications is another reason many strive to eat healthier. There are lots of reasons to eat well and exercise, but have you ever heard of this one? Better health can make you better at your job.
Health affects more than just the way we look and feel but also how well we think and perform.
Changing the overtime threshold was never going to be easy but pausing the rule complicates things in a big way. Do employers undo what was already done – take back their promises of a salary increase or eligibility for overtime? How will employees deal with the news? What does the law allow?
The new overtime rule employers have begrudgingly prepared for and employees have eagerly awaited over the last several months received a nationwide injunction by a Texas judge, Tuesday.
This news comes only 10 days before the DOL’s new rule was scheduled to go into effect and after many businesses had already started preparing for it.
The rule was challenged by 21 states and over 50 business groups and, while a federal judge in Texas reviews the potential impact of president Obama’s overtime rule, the deadline is on hold. With the Trump administration taking over the DOL in January and a republican held congress, it’s conceivable that rule will undergo some changes, but what those might be is anyone’s guess.
For now, businesses are advised to continue to make plans, assuming some kind of change to the overtime threshold will take place.
After this week’s elections, the majority in four states voted to raise the minimum wage in their states. Colorado, Maine, and Arizona will raise the minimum wage to $12 per hour by 2020 and Washington will raise it to $13.50 by 2020. This will affect 2.2 million workers.