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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
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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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Calculating Overtime Pay with Vacation
and Holidays
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Q: If a nonexempt employee
works a full 40-hour workweek and also takes a day of paid vacation
or holiday, is the employee entitled to overtime pay?
[Creating HR Policies or Employee Handbook?]
A: Not unless the employee
actually works more than 40 hours in the workweek. According to the
Fair Labor Standards Act, nonexempt employees must be paid overtime
at time and one-half their regular rate of pay for all hours
actually worked over 40 in a single workweek. Thus, in
calculating how many hours a nonexempt employee actually works in a
week, the employer does not have to count the paid vacation or
holiday time towards the 40-hour workweek. For example, an employee
normally works Monday through Friday, eight hours a day, and
receives a paid holiday and does not work on the Monday. The
employee then works Tuesday through Friday, eight hours a day, and
is asked to work four additional hours on Saturday. The employee’s
pay for the week would reflect a total of 44 paid hours, however
since the employee actually worked only 36 hours, he would
not receive any overtime pay.
[Download Free Policies] |
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Personnel
Policy Service, Inc.
