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Why We are the HR Compliance Experts? |
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“I just got back from a 3-hour lunch meeting where I reviewed with a
vice president all the changes in our benefits and services policies
that will appear in the next iteration of our
Employee Handbook. I
could speak with knowledge, confidence and authority largely because
of your
Personnel Policy Manual with all of its supporting guidance
and documentation. You are my #1 resource when it comes to
policies.
Keep up the good work!”
Don Jones
Director of Human Resources
Columbia International University
Columbia, SC |
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(New Online Version)
Personnel Policy Manual System
+
HR Matters Tools and Resource Center
For over 35 years, many of
our subscribers have referred to the print/cd versions of our Personnel
Policy Manual system as their “HR Policy Bible.”
Now, we’ve gone one step further and developed the ultimate policy and
compliance solution. You have a one-stop online database that not only
includes the new electronic version of the “HR Policy Bible,” but all
our supporting databases of subscriber information and compliance tools.
It’s a true turnkey policy and handbook solution – available 24/7 – one
that makes you an instant expert. Create a
free account now.
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When does a temporary or part-time employee become a
full-time employee?
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Q. A part-time employee recently has
been working up to 40 hours a week but is not receiving full-time
benefits. When does a temporary or part-time
employee become a full-time employee?
A.
There is no specific number of hours that an
employee must work before he becomes a
full-time employee under
federal law. That definition is created by the employer. Most
employers define full-time employees as those who regularly work 35
to 40 hours a week. These employees typically are entitled to
benefits such as paid sick leave and vacation and insurance
coverage. Part-time employees are any employees who work less than a
full-time schedule and may receive some benefits. Temporary
employees may work either a full or part-time schedule but are
usually hired for a specific project or for a finite period of time
and do not receive any benefits.
[Download Free Policies]
If a
part-time employee works a full-time
schedule on a temporary basis, such as to complete a project or
during a busy production period, most employers do not reclassify
the employee as a full-time employee eligible for full-time
benefits. However, if it appears that the part-time employee will be
working a full-time period for an extended period of time or
indefinitely, the employer should consider reclassifying the
employee so that he is entitled to the benefits of a full-time
position. The same is true for temporary employees — if they are
working indefinitely or in a position normally performed by
full-time employees, they may be misclassified and should be
reclassified as full-time employees.
[Creating HR Policies or Employee Handbook?] |
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Personnel
Policy Service, Inc.
