Manhattan Beach Unified School District的动态

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Key Differences for Exempt and Non-exempt Employees Pay Structure: Exempt employees are paid a salary, while non-exempt employees are paid hourly. Work Hours: Non-exempt employees are compensated for additional work hours, incentivizing accurate tracking and management of work hours. Job Duties: The nature of the job often determines exemption status. Roles involving manual work are typically non-exempt, whereas decision-making roles are generally exempt. #ExemptVsNonExempt #EmploymentLaw #HR #HumanResources #LaborLaw #WorkplaceCompliance #FairLaborStandardsAct #FLSA #Payroll #WorkforceManagement

Discussing this recently. A requirement like this poses some interesting challenges when you don't have a full-time payroll team, you have to expand the number of people to do a payment "run". I wonder how many people will be caught short if they have a (tool or other) return policy before pay is processed. A tight offboarding process will help.

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Let’s talk about the Ambulance Victoria Payroll news: ?? the coverage and headlines by mainstream media was appalling - some headlines were easily interpreted that our hard working paramedics were rorting the system - they do not deserve that. ?? Paramedics have widely noted over the years the systematic failures and errors of their pays - there are no payroll service levels, their pays are often incorrect. ?? Six dishonest employees working in the payroll function have allegedly been involved in time theft and fraud totalling over $3.5m dollars. The questions we need to raise: ?Did AV really not have appropriate checks, balances, reconciliations and segregations in place to recognise this earlier? It was raised by an employee, not by governance controls? ?How has a functional team of six employees managed to systematically band together to act in this fashion? Poor culture, lack of payroll professional frameworks and qualification standards, combined with opportunistic individuals? ?AV is an essential and critical service for Victorians. Its financial viability and rewarding our hard working paramedics should be the priority of the organisation running effectively. How is $3.5m of a cumulative line item (which would be overspend in overtime), in a support service function go unnoticed? It is a very disappointing story on many levels, and there are more questions than answers at the stage. I can only hope the short term focus is ensuring paramedics pays are paid correctly and on time, and that the legal system punishes such disgraceful behaviour of the individuals involved.

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Celebrate #NationalPayrollWeek with CRI and Paywerx!? As we celebrate National Payroll Week (NPW), we’re proud to spotlight Paywerx, a valued member of the CRI's Family of Companies. NPW honors the hard work of payroll professionals who ensure employees receive accurate and timely paychecks. At Paywerx, we support these efforts by providing comprehensive payroll and workforce management solutions. Our user-friendly platform works seamlessly with your accountants and advisors to ensure precise payroll processing and effective HR management support.? ? During NPW, it's also important to stay updated on recent changes in payroll regulations. The U.S. Department of Labor has recently introduced a new salary threshold for exempt employees, which could impact employers by increasing labor costs and requiring adjustments to employee classifications. For more details on how these changes might affect your business, tap the link below!? https://lnkd.in/ezV8CQaq ? #CRIadv #Employees #Employers #Business #NationalPayrollWeek #HRManagement #Payroll #Paywerx

This has got to be hard to manage if you’re in HR or running payroll. I've posted before about the need to make payments in lieu of notice by the last day of an employee's employment (see the comments). It seems that annual leave payments also have the same requirement. Section 90(2) of the Fair Work Act provides that if, ???????? ?????? ???????????????????? ???? ???? ???????????????? ????????, the employee has a period of untaken paid annual leave, the employer must pay the employee the amount that would have been payable to the employee had the employee taken that period of leave. Most employers treat this as meaning "around" the time the employment ends and pay it within seven days or in their next pay cycle. However, in the recent case of ???????????? ?? ???????? ?????????????? ?????? ?????? the Federal Court determined that this means the last day of the employment. In fact, it fined HEAD Oceania $17,000 for failing to pay an employee $8,022.22 in accrued annual leave by the last day of their employment. The payment was about 3 months late, but still, the requirement to pay by the last day of employment was made clear. What about long service leave entitlements? Long service leave payments are determined on a state-by-state basis, but most states also require LSL payments to be made on termination. For instance, in NSW the payment must be made "forthwith" on termination (ie immediately) and in Victoria it must be made on the day of termination. Redundancy payments under the NES seem to have escaped this requirement, because the language in the provisions doesn't point to it being payable on the day of termination. For award-covered employees, redundancy payments would likely be subject to the award requirement for payment of NES entitlements, which is often 7 days after termination. Few employers comply with the various requirements to pay entitlements on the day of termination. But, as we know, there are many areas of payroll compliance that have previously been thought not to matter and now do. This is likely to be another one. Thanks to Isaac Hawkins for his helpful input on this post. #humanresources #management #payroll #employmentlaw #HR

I've talked with many small business owners, just in the Austin area, who spend an incredible amount of time with "simple" HR tasks: running payroll fixing payroll figuring employee taxes fixing employee taxes administering benefits answering questions on benefits they usually don't know finding training modules to stay compliant fixing payroll again putting out fires at the office (that's a metaphor) we need a handbook? forming a vision for growth figuring out the best way to attract top talent figuring out the best way to retain top talent figuring out the best way to improve the talent they've got fixing payroll again wishing they knew how to improve employee morale/culture ...all while trying to grow their business. Or... We can do all that for you while you grow your business. This is why I love what I do. #Insperity #HRsolutions #performanceimprovement

#SalaryCheck #PayrollAdmin #SalaryConcerns #JobSecurity Hey there! ?? I'm reaching out to see if anyone can offer some insight on my current salary as a Payroll and Benefits Admin. Here’s a quick snapshot: ?? **Title:** Payroll and Benefits Admin ?? **Salary:** $80,000 ?? **Location:** HCOL NJ ??? **Experience:** 7 years (Bachelor’s in Accounting) In my role, I do quite a bit, including: Managing our HRIS like ADP WFN and eTime Handling weekly payroll for about **200 employees** Creating payroll reports and spreadsheets Billing and quarterly reconciliation of payroll Managing employee benefits enrollment and compliance With all these responsibilities, I can't help but wonder: **Is my salary on par with industry standards?** ?? Here are a few reasons why understanding salary expectations is crucial: ?? **Market Awareness:** Knowing what similar roles pay can give you leverage in salary discussions. ?? **Job Security Fears:** The fear of lo... Is My $80K Salary as Payroll Admin Fair for HCOL NJ? Answers: https://lnkd.in/gPffCBv9