This Bulletin is part of an on‐going series by Kraeber Law Office to provide helpful hints about developments in the law that could be relevant to your business.
Are You Following “Best Practices”?
Below are a few tips to help you be able to answer "Yes."
- Employee Classification
Make sure your employees classified as "exempt" meet both the salary and duties tests.
- "Regular" Rate of Pay
Properly calculate the "regular" rate of pay when paying overtime. This can be much more complicated than it sounds because it can include nondiscretionary bonuses and other items.
- Overtime Pay
Ensure that nonexempt employees are always paid for all hours worked, including overtime (even if unapproved), travel time, etc.
- Wage Statemens
Review wage statments for complaince ‐ remember there is a definitive list of items that must be on the wage statements, including paid sick time accrual and use and the full, legal name of the business (not a DBA).
- Final Pay Requirements
Remember there are final pay requirements when employment ends depending on if it was voluntary or involuntary, including timing and method of providing (for example, direct deposit authorizations end).
Tipped employees have their own set of rules. Be sure you are fully up todate.
Contact us with any questions or concerns. We’re here to help.