Comments on: A math problem https://www.evilhrlady.org/2009/08/math-problem.html Everything to make HR better Fri, 28 Aug 2009 07:52:02 +0000 hourly 1 https://wordpress.org/?v=7.0 By: Anonymous https://www.evilhrlady.org/2009/08/math-problem.html#comment-4355 Fri, 28 Aug 2009 07:52:02 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4355 psst, anon, the calc thing is a joke.

]]> By: Anonymous https://www.evilhrlady.org/2009/08/math-problem.html#comment-4354 Fri, 28 Aug 2009 02:26:15 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4354 "It's a good thing I took calculus in high school, because it's been extremely helpful in payroll problems."

I'm sorry, but this problem doesn't even remotely require calculus. Nor would any other problem one would encounter in HR.

]]> By: Anonymous https://www.evilhrlady.org/2009/08/math-problem.html#comment-4353 Wed, 26 Aug 2009 23:47:11 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4353 If you give him the two days, make sure he knows it so he can feel valued. You don't want to lose a good employee.

]]> By: Bohdan https://www.evilhrlady.org/2009/08/math-problem.html#comment-4352 Mon, 24 Aug 2009 17:57:38 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4352 "Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability;"

From the DOL link.

So you can legally deduct for days off. If the person doesn't normally have attendance issues and you don't already have a policy in place, I'd probably cut some slack.

And record my rationale so if you have to justify it later you can.

]]> By: EKM https://www.evilhrlady.org/2009/08/math-problem.html#comment-4351 Mon, 24 Aug 2009 14:13:47 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4351 There's a legal issue here… an exempt employee must be paid a full weeks' salary if they work any portion of the workweek, excluding their first and last week at a job which can be prorated for their start and end dates. Time off can be deducted from a PTO bank, but if there is no balance available, they still must be paid their weekly salary. That's part of the definition of the "salary basis test" under FLSA. See this link for a great discussion of this:

http://www.dol.gov/esa/whd/regs/compliance/fairpay/fs17g_salary.htm

If their attendance is a performance issue, manage the real concern.

]]> By: Anonymous https://www.evilhrlady.org/2009/08/math-problem.html#comment-4350 Sat, 22 Aug 2009 01:20:28 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4350 I didn't see that the OP said how much extra time this guy took in the question; but assuming it was 2 days I say he took exactly the right amount of time off… One "week" should be based on one's regularly scheduled hours… 6 days a week= 12 days vacation. Problem solved.

]]> By: Jess https://www.evilhrlady.org/2009/08/math-problem.html#comment-4349 Fri, 21 Aug 2009 18:19:33 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4349 Maybe I'm the slow one here, but if he works 72 hours per week, how does two weeks work out to 80 hours?

Ha, ha. EHRL is exactly right. If this guy has the commitment to work these sorts of days and hours, then taking two extra days doesn't demonstrate a lack of commitment but rather a constraint of physics. Would you rather he get sick and take another week off?

As for this fairness baloney, any other employee who works 72 hrs/wk should get exactly the same treatment, and the 40-hour clockpunchers can lump it. If employees are working extra and they aren't effective, you should cut back their hours to something like 45 or 50 immediately. For the vast majority, their productivity will improve. For those who aren't productive at any weekly workload, do you want them working for you at all?

If employees aren't worth their salary at more reasonable hours, then negotiate a lower salary or fire them. If you're "strict" with a poor producer by chaining him to his desk, who are you really punishing?

]]> By: George Guajardo https://www.evilhrlady.org/2009/08/math-problem.html#comment-4348 Fri, 21 Aug 2009 15:43:00 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4348 I think your approach is reasonable. Very reasonable, in fact. With a name like Evil HR lady I was expecting some cackling and something about working in a cage for the next three pay periods.

The trick to this is how to handle the complaints that will likely come from other employees and managers. I'm my experience, this is the biggest hurdle to overcome. Certainly, extend the same consideration to other exempt employees, but managers will have to learn to focus on results, rather than butts in seats.

]]> By: Evil HR Lady https://www.evilhrlady.org/2009/08/math-problem.html#comment-4347 Fri, 21 Aug 2009 10:24:09 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4347 Yes, HR store. I'm a fan of the results oriented workforce. It's difficult because it requires you only hire responsible, reasonable, hard working adults. :>)

And what are all of you doing making comments in the middle of the night? Unless, of course, you've moved to Europe, in which case, come visit me.

]]> By: The HR Store https://www.evilhrlady.org/2009/08/math-problem.html#comment-4346 Fri, 21 Aug 2009 05:58:36 +0000 http://localhost/wordpress/2009/08/a-math-problem.html#comment-4346 Very practical advice. It's spot on. Good one.

Another note for the original poster, if you've rbeen reading this blog for long enough you'll know another thing about EHRL's take on exempt employees.

Her First Rule of managing exempt employee time off: Don't tell anyone what you are doing. Just do it. Right EHRL? 🙂

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