What is a honourable policy for an organization staff for time off sick time, overtime, holiday pay packet etc. Please give a hand!? Question: I have a small organization with 12 relatives on

Question: I have a small organization with 12 relatives on staff. We use a time-clock. Problems always come up about for example a person who take a sick day during the week afterwards works extra on let's say Saturday that week later wants to claim 40 hrs plus time and a partially for the Sat. We also have pd holidays that stil require 1 or 2 psople to come surrounded by and work for a couple of hours. How should they be fairly compensated? How much sick time should nation get and how much time off time. Should they be combined? Should they be paid for the time if they don' t use it? There are constant problems next to some people other complaining that others are "getting away with things that they can't receive away with. One plea is that people look at other peoples time cards. I estimate we need a set within stone policy that is bountiful and fair to everyone. Is within a source for this kind of info??. Thanks

well some company's dispense a week for sick. on holiday's it is double time if they work that day. t hen it depends are they net or hourly. if you feel it called for to compensate if they don't take adjectives their sick days or vacation by the extremity of the year then consent to them take the money instead. you should not combine sick and time off they are two totally different things. if you work a 40 hours week then anything over 40 hours is time and a partly.

Advise them that, unless otherwise stated or previously agreed upon. a work week is 40 hours, including sick go away. So, if a person works four days and is sick one, they own their 40 hours for the week.

Vacation time and sick leave should be kept separate. The growth for both of these time funds is up to you. Every week they earn one sick go away hour and one vacation donate hour, for example.

Working on paid holidays is supposed to be time-and-a-half, so they attain the holiday pay PLUS any actual time on the mission.

You should look at your business and see how to smartly trim costs. You may also want to think in the region of an electronic time card system with a magentic strip on the stern to reduce serious newspaper time card snooping.

There are a few issues that have need of to be addressed.

1. Using sick sunshine and then coming surrounded by on a Sunday...
a. Does your business have inevitability for them to work on a Sunday? If not then they should not be allowed to bring in up that time. Otherwise my policy would be that working on a Sunday would negate the need to use the sick time. Thus they acquire their 40 hours but no OT.

2. Paid holidays
a. If you still need staff on "remunerated holidays" and I am assuming you have an equitable mode of sharing the duty, I would assign balance time to at the present time. Working on a holiday allows you to take time off on another day for like peas in a pod hours you worked.

3. How much time?
a. I have mostly had honest luck assigning a value to worked hours that translates to remunerated time off. Say you assign the worth .1 to each hour worked. This would dispense your employees 8 hours every 80 hours worked. Change the importance based on your business necessitate.

Hope this helps! Remember that you run the company and not the personnel. This does not mean you hold to be a tyrant, just that you hold to look out for the needs of the business first. If you don't afterwards the business closes and everyone loses.

Answers:
Fisrt, you requirement to put some stucture and implement some company policies. you can search within the web for your state law regarding over time since they adjust for each state. There is a federal law regarding OT (over Time) and time off time and sick time as well, that you can use as guide lines. Usually the OT is salaried ony when you work over 40 Regular hours, ( sick or vac times is not considered as regular hours) If the employee is calling sick soon and the next light of day he/she stays longer, is because you don't have a writteng policie and yuo permited. You must own a rule that OT is not permitted upon authorization from you only. Remember that your are the boss, you take home the rules. If they don't like it , them consent to them go.

For the holidays, what you can do is , breed diferent schedules and the relations the work the last holiday will enjoy the next one salaried and off. the ones who worked will be salaried time and half (OT).

To solved the problem near the time cards, there are masses sofwares that you can use, you can visit : www.dowload.com
and turn out for management softwares you will find masses, and just choose the one is right for you.

Keep within mind that you need stucture and discipline surrounded by order to enjoy your empleyees under control. You don't enjoy to be Rude or an authoritarian person to conquer control.

One more thing, you shouldn't hold any favorite employee, otherwise you'll experience like mad of complaint like the ones you mentioned.

For the closing, get some assestment from a laboral attorney, they can help you design a apt company policies manua or employee almanac that will help you greatly with HR situations, approaching discipline procedures.

I think u stipulation to discuss this with your accountant or charge adviser if u own any. 1st IDK where u at but contained by US every state has some specific law about it. In standard 40 hrs a week is standard for hourly EE, it doesn't have to apply to income EE. If holiday (paid) falls in the week, work week is shorten to 32 hours. Normally if EE works on holiday (paid), they take paid double, holiday discharge plus regular working pay. Over 40 hrs is consider as OT and it required to earnings time and half. Weekly bad doesn't have to be sat/sun.
In common small business can't afford to pay too various benefits and stay in competitive flea market. What u can do is to tell EE to work on weekend once/twice a month and they carry weekly day bad during weekdays. In general here is no such law that requires U to rate for holidays. What u can do here is instead of holiday pay, compensate as bonus which won't count towards there 40 hrs week., that process they can work 40 hrs during holiday week on normal retribution and it will help u put aside some $$ too.
Most small business pay some compensated day rotten after 1 yr of service, Generally 1 week vacation and five trunk holidays. I don't see small company pays sick days off or so. May be u involve to replace computer based time tool. uses magnetic card reader and pin wad, that way no EE can see other EE's time card.

Again I will advocate u too consult tax counsellor or someone, u don't want to create other legal issue. I can facilitate. I am by Chicago.
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