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Pay Structure
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I need some direction. A company wants to hire a number of part-time W-2 employees at decentralized locations it is not a 1099 job. The job description thumbnail is to maintain contact with customers
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Pay Structure
posted at 11/17/2010 7:19 AM EST
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Posts: 9
First: 3/24/2009 Last: 11/18/2010 |
I need some direction. A company wants to hire a number of part-time W-2 employees at decentralized locations it is not a 1099 job. The job description thumbnail is to maintain contact with customers with about 4 “touches†per month outside customer service is a good portrayal. For each individual, their work load would typically be no more than 40 hours per month. These jobs would be exempt positions if full time. But because of the part time nature, the weekly pay doesn't make the cutoff. As these are ‘remote' field jobs with low to no supervision there is a real desire to not have to go through all the time tracking and reporting for a non-exempt. The desire is to pay as an exempt or flat fee per client ‘touched' per month. Is this black and white or are there alternative pay strategies that I'm missing? |
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Pay Structure
posted at 11/18/2010 12:42 PM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
I would not recommend it. It is no easier of a calculation than hourly. I would suggest a timekeeping system such that the Employees call in or login their hours...which can be electrically Loaded to a payroll system... |
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Pay Structure
posted at 11/19/2010 3:41 AM EST
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Posts: 1103
First: 3/16/2007 Last: 8/19/2011 |
Actually I have used it extensively and it is pretty simple. The reality too is that depending upon the amount of OT used, if ever, the actual exposure to the company is almost always less than time and one half. I've seen it as low as 1.16%. |
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Pay Structure
posted at 11/19/2010 7:25 AM EST
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Posts: 2146
First: 2/15/2006 Last: 9/14/2011 |
HRPro, I agree it is simple if your payroll/timekeeping systems can handle it correctly, but I have seen way too many payroll systems and people who have no clue! (and yes, I wear both HR and Payroll hats)
But it still requires consistent recordkeeping and the employer must still track all hours worked. I'm not seeing where a Belo plan would truly solve that issue. Just add another layer of possible misunderstanding to the equation (because even if the employer understands the calculations, I have yet to find employees who do!) |
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