by rachael | Jul 24, 2022 | Human Resources, Time & Attendance
Answer from Kim, SPHR, AAM, CPIW: In most cases, yes. In general, you can offer the option of unpaid leave when an employee has used all of their paid leave time. A few things to keep in mind: In some situations, such as under the Family and Medical Leave Act, the...
by rachael | Jul 3, 2022 | Business Tips, Employment Law, Time & Attendance
Answer from Sergio, SHRM-CP: Yes, but you have to pay for it. As an employer, you have control over schedules and can modify them as needed. That may mean scheduling additional work time for employees. A few things to note: For nonexempt employees, any extra work time...
by rachael | May 29, 2022 | Business Tips, Time & Attendance
Answer from Jenny, SPHR, SHRM-SCP: In general, yes. But you should have—and document—a legitimate business reason for doing so. Denying vacation requests will undoubtedly hurt morale, especially if it happens frequently, and low morale leads to higher rates of...
by kayla | Apr 18, 2022 | Time & Attendance
Answer from Laura, MA, SHRM-CP: Yes. There are many reasons you might want or need to track exempt employee time. For example, you may opt to track an exempt employee’s hours for purposes of client billing, grant tracking, Family and Medical Leave Act (FMLA),...
by kayla | Mar 4, 2022 | Human Resources, Time & Attendance
Answer from Emily, MBA, SPHR: No, the way you designate holiday closures is largely up to you. No federal law requires you to offer holidays off or offer alternative days off if you’re closed on a holiday (Massachusetts and Rhode Island both have laws that address...
by kayla | Jan 4, 2022 | Human Resources, Time & Attendance
Answer from Kelley, PHR: A workweek is not the same thing as your hours of operation. Rather, it defines the 168-hour period (i.e., seven 24-hour days) in which you track your non-exempt employees’ time to determine whether they’re owed any overtime premium pay. The...
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