Many companies put a limit on accumulated vacation hours, and for good reason. A few years back there was an interesting case that highlights the trouble a company could get into without it.
A Nebraska County employee, Dick Kincaid, had accumulated 688 vacation hours over 30 years. That would amount to a huge payout upon termination of employment or over 17 weeks of vacation if he had decided to take the time off. He didn’t, however, and he was eventually fired for it.
If an accruals cap had been set from the beginning, Kincaid would have never accumulated so many hours and would have never lost his job over it.
With the debacle of callousness and bigotry unfolding for those sophomoric fraternity and sorority members at the University of Oklahoma, the stampede to condemn those who participated is only beginning. People are climbing all over each other to publicly assail those involved. The end result is a crop of young people ruined for life, an out of work African American cook who seems to have loved them, and a more divided nation.
There’s an opportunity buried in here, if people are capable of seeing past their initial thoughts of anger and retribution. And, frankly, as stupid as they were, who among us would say these students truly deserve to be sent home to a new life of hopelessness and ruin for participating in this moronic event? If I were speaking with our president, who I greatly respect and admire, I would tell him to call the president of OU and offer an olive branch to these young men. A healing gesture of forgiveness coming from an African American President who would rather see a bus load of rehabilitated youth graduate from college than the lose-lose situation facing all of us today.
These young people have lost the right to be part of the Greek system to say the least, and they deserve to do perhaps 10 hours of rigorous community service per week until they graduate – a manageable amount of time for even a working student. They will help those less privileged, those in need, and those discriminated against. Ultimately, they should be given the opportunity to apologize publicly to the university student body and everyone else they offended. They should be given the chance to redeem themselves and grow into respectable men, rather than be cast aside as outcasts to further incubate their hatred.
I believe a gesture from our president offering an olive branch to these young people would do far more than pardon a bunch of youthful idiots. It would give us all something to be proud of. A black president who helps heal the racial divide by showing mercy on these callous few. Help me spread the word of this petition, not because you have any sympathy for these young people, but because a gesture of forgiveness has more power to help heal racial tension than any bomb in our arsenal.
If you like this idea, sign the petition here:
Employers can make a lot of mistakes with overtime calculations if they’re not careful. Sometimes they avoid paying overtime altogether by classifying employees incorrectly as contractors, paying employees a salary when they should be working by the hour, “paying” private employees comp-time in lieu of overtime, etc.
Even if you classify your employees correctly and don’t deliberately withhold overtime payments, you can still make a lot of mistakes if you’re not careful. Continue reading
- “How do I know my employees won’t clock in from home?”
- “What if employees share passwords and clock in for each other?”
- “What if my mobile employees clock in from their phones before they reach the job site?”
Employers who are curious about switching to online time tracking wonder about these things. They are all valid questions. The internet can be accessed from anywhere so it makes sense that employers would be concerned that employees could clock in from anywhere too.
We are aware of these concerns. After all, we’ve been in the business of time tracking a long time. But you don’t have to worry about these things. Our software service offers several security features designed to give you peace of mind. Continue reading
Travel and entertainment costs represent a large chunk of the budget for most businesses. In fact, they are the second largest business expense, just behind payroll.
You would think that businesses would take the management of these expenses very seriously, given that they spend so much money on them but, surprisingly, not all of them do. Most businesses still manage their reimbursable expenses using antiquated methods like pen and paper or spreadsheets.
The problems with manual methods are many:
- Receipts need to be retained for review but often get lost or destroyed. Receipts are delicate and can fade after sitting in a wallet or car for a few days.
- Employees forget details of the expense by the time the accounting department starts asking questions.
- It takes time to add up receipts by hand and verify all the information.
- If employees are behind in their expense reporting, it can be difficult to get reimbursed by clients.
In California, employees get overtime after 8 hours of work in one day. This is a law that the California government put into place to protect employees from being overworked. Time and a half both deters employers from overworking employees and makes the extra work worth it to employees when they do have to do it.
It’s obviously nice for employees to get a higher rate of pay when they work hard but the rule could get in the way of other conveniences. For example, what do employees do when they prefer working four 10 hour shifts instead of five 8 hour shifts? And, if employees must be paid overtime for each minute they work in excess of 8 hours in a day, what do they do when they have to attend to personal errands during working hours? If an employee needs to pick up his sick kid after only working 6 hours, he would probably like to make up for that missed time on the next day but, obviously, that would tip him into overtime.
Luckily, California realizes that some circumstances don’t constitute overwork and that it is beneficial for the employee to sometimes work more than 8 hours in a day. The two exceptions I am referring to are, specifically:
- California makeup time
- Alternative work-week schedule
Hiring full or part-time, permanent employees isn’t the only way to go about filling an open position. It may be the most common – put up an ad, conduct interviews, make an offer – but there is another way to hire that many businesses choose to use: Temporary, Staffing Agencies.
These agencies do all the dirty work for you. They find the employees, screen them, decide if they’re a good match for your position, they pay them, and fire them (if necessary). They aren’t just used for low-wage workers either, as many believe. Staffing agencies regularly provide companies with professional, high salary workers.
While it’s nice to have someone else do the hiring, there are lots of other reasons why employers choose staffing agencies. There are also many reasons why employers don’t go through staffing agencies and possibly even why they shouldn’t. We’ll look at some of the reasons for and against hiring employees in-house or outsourcing with a temp agency.