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paying for hours worked
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paying for hours worked
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This past weekend our boss asked the maintenance guy to come in on Saturday for just a little while to help him with something.....the guy punched in at 9:15 a.m. and punched out at 9:40 a.m. (not eve
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Forums » Topic Forums » Legal Forum » paying for hours worked
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paying for hours worked
posted at 9/7/2010 9:36 AM EDT
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Posts: 12
First: 4/13/2010 Last: 9/16/2010 |
This past weekend our boss asked the maintenance guy to come in on Saturday for just a little while to help him with something.....the guy punched in at 9:15 a.m. and punched out at 9:40 a.m. (not even for 30 minutes). How the heck do we pay him? do we just round off and pay him for 30 minutes even though he only worked for 25 minutes??? never had this situation before. Not sure if this makes a difference, but the guys normal work schedule is 35 hrs a week. |
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paying for hours worked
posted at 9/8/2010 2:35 AM EDT
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Posts: 1771
First: 10/24/2002 Last: 9/14/2011 |
By law, you must pay him for at least 25 minutes. If your payroll system won't let you pay him for that number of minutes then you'll have to round up to 30 minutes.
I suspect (if my memory is working properly today!) that you work for some kind of non-profit, and that therefore money is tight. However, I have a hard time understanding a situation where five minutes' worth of one person's pay could be a big financial burden. |
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paying for hours worked
posted at 9/14/2010 5:48 AM EDT
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Posts: 1
First: 9/14/2010 Last: 9/14/2010 |
I understand being concerned about the cost to the company, but consider the personal cost to the employee. Your legal obligation may be to pay only 25 minutes, but in this type of case, following bare-bones legality is not the right thing to do. If the employee is willing to come in on a non-work day, he obviously considers helping the company to be a valuable enough pursuit to sacrifice his time, possibly to interrupt his personal life. If his work contributes to the overall success of the company and shows that he is part of the larger team, the right thing to do is to pay him for ALL his time, from door to door, and to compensate for mileage. Paying him for his time and mileage may seem like too much, but when you consider the price of insulting an employee with this type of loyalty, the benefits far outweigh the costs. Far better it is to reward loyalty than to contend with the possibility of bitterness. |
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paying for hours worked
posted at 9/14/2010 7:15 AM EDT
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Posts: 1
First: 9/14/2010 Last: 9/14/2010 |
Pay time door to door, plus mileage, also consider a gift certicicate etc. if you really value the contibution made by this employee. Obviously his services were necessary to support a larger company event/requirement. Take advantage to recognize this employee fairly other employees are watching. Actions speak louder than words especially from an employee relations prospective. |
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paying for hours worked
posted at 9/14/2010 8:38 AM EDT
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Posts: 3
First: 12/16/2009 Last: 10/6/2010 |
check with your local state law. Many states have a minimum amount of time you must pay. I like Danyka view. Simply put though, it is a maintenance guy, two hours of pay equates to less then $50 and that $50 bucks to the maintenance guy is gold. Makes it worth it for him next time you need him. |
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paying for hours worked
posted at 9/14/2010 9:04 AM EDT
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Posts: 6
First: 6/2/2010 Last: 7/6/2011 |
To ensure consistency, your company would benefit from having a policy statement to address such circumstances. Reprinted below is the one my clients have. As was stated by others, the inconvenience to the employee should be recognized and rewarded.
Call-In or Call-Back Pay (Non-Exempt Employees) Any non-exempt (hourly) employee who is called in or called back to work outside of his/her normal schedule and without prior notice/arrangement with supervision will be paid for two (2) hours or the actual hours worked, whichever is greater. |
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paying for hours worked
posted at 9/15/2010 4:22 AM EDT
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Posts: 323
First: 6/15/1999 Last: 9/9/2011 |
The suggestions are interesting and something I might consider proposing to MY management. If you implement the minimum two hours compensation, when the non-exempt employee works 40 hours/regular work week and then is called in for 45 minutes on Saturday, the 45 minutes is claculated as overtime and the remaining 75 minutes are straight time - right? |
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