In my present job as an Administrative Assisstant for a non-profit organization, I started out as a salaried employee (9 years ago). Recently the HR rep informed me that I would have to begin punching the time clock because it's the law regarding all Admin. Assistants. Is there such a law? Please advise.
2006-07-22 10:02:48 · 5 answers · asked by Sharon S 2 in Business & Finance ➔ Careers & Employment
All states are different. Ask the question again so people can see your state. A lot of states have laws that say an employee can be let go anytime , so you may really be working on a day to day contract anyway. See what your options are , but if its not a big deal just keep working. If the company feels it needs to trim overhead , then it would be better to lose a few dollars that the whole job.I see alot of companies letting older employees go that had benifets so they could rehire new ones that get less or no benifits.
2006-07-22 10:14:49 · answer #1 · answered by Thomas H 4 · 1⤊ 0⤋
There is no such Law yet. But I think, he is either trying to record the total number of hours that you work and pay you hour-wise salary or simply trying to gather every possible evidence against you by doing so. They are the Record-keepers and their accountabilities towards Service Canada due to funds etc they are always check on one or the another. They usually track punch-slips in order to pay you only for the hours you've really worked and not for the hours you missed. This practice is quite common among every HR Officers in any companies or organization and that's how they maintain and eek out with the resources whether salary / other expenses and number of employees.They do it on purpose to prove their efficiency and resourcefulness in the eyes of the superiors. However, sometimes such practices of HR Rep can be very deceitful to employees and may also lose job.So, just be on time and stay alert.God bless you!
2006-07-22 10:57:47 · answer #2 · answered by Ethan 4 · 0⤊ 0⤋
the "law" they are referring to may be in reference to workers comp. They have to prove or disprove if you were working when and if you file a claim.
Are you still getting paid the same? If so, it is the example above. If not, ask for a new job description in regards to your hourly pay and go from there..
I have worked at several places as a payroll/HR admin and this is always a problem..getting salaried personnel to "punch in".
Just dont take it as an attack..workers comp is a pain in the butt for payroll management...and the cost is usually quite high for the employer.
2006-07-22 10:12:00 · answer #3 · answered by wolfdancer 1 · 0⤊ 0⤋
In April of 2004 the FLSA rulings changes with regards to non-exempt and exempt jobs. All companies had to classify every single job as one or the other based on the new rules. See www.dol.gov for more info. on the new reg. Your HR person may have meant that the Admin's in your company were reclassified as non-exempt as a result of the changes in the FLSA rulings.
2006-07-22 12:42:13 · answer #4 · answered by wondering in michigan 4 · 0⤊ 0⤋
the only law i know of regarding salaried versus hourly employees has to do with overtime. I'm pretty sure it is a company decision who they put on the salary payroll.
2006-07-22 10:09:39 · answer #5 · answered by KEITH S 2 · 0⤊ 0⤋