Understanding QuickBooks Payroll Holiday Pay | www.prodeeshop.com 

Understanding QuickBooks Payroll Holiday Pay

ลงประกาศเมื่อ 14 Jan 2020 อัพเดทล่าสุด 14 Jan 2020 21:45:01 น. เข้าชม 2 ครั้ง

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QuickBooks Payroll Holiday Pay

Payroll and holiday pay can be confusing and overwhelming and here we are right during the height for the upcoming yuletide season! I found these great tips from HR Matters and wanted to share these with you. These pointers provide answers to common questions such as for example: must you provide paid holidays? What about for new employees? Do you have to pay overtime to employees who have to the office on a holiday?

We're officially heading in to the yuletide season with Thanksgiving coming up next week and Christmas and also the New Year just just about to happen. If you should be like most employers, you may well be working with holiday pay issues. To be of assistance, the HR Matters E-Tips Editors have put together the utmost effective seven holiday questions which they answer on a regular basis. (you will get the answers to these and many other holiday questions into the HR Matters Tools and Resource Center online, Policy Manual, Holidays, Chapter 503.) If you want to understand quickbooks payroll holiday pay then call our experts.

1. Do we need to provide paid holidays?
Absent a collective bargaining agreement or other contract providing paid holidays, federal law does not require you to pay nonexempt employees for holidays that they do not work. Most organizations offer a limited quantity of paid holidays to create employee goodwill. In line with the Society for Human Resource Management 2011 Benefits Survey, 97% of responding employers provide paid holidays for their employees.

Note, however, that in the event that you do not provide paid days off for holidays, you ought to pay exempt employees for almost any holidays that your particular organization is closed. (As a reminder, the Department of Labor (DOL) regulations implementing the Fair Labor Standards Act (FLSA) provide that the next categories of employees are exempt from the overtime and minimum wage requirements of the FLSA: (1) bona fide administrative, executive , or professional employees; (2) workers employed in outside sales; (3) highly trained computer-related employees; and (4) certain "highly-compensated" employees.)

Even though the DOL regulations implementing the FLSA do not specifically address unpaid holidays, they do provide that a worker will never be considered paid "on an income basis" if deductions are produced "for absences occasioned by the employer or because of the operating requirements of the business. "Unpaid holidays generally are the type of absence" occasioned by the employer. "In accordance with a DOL Wage & Hour Opinion Letter dated 5/27/99, the DOL indicated that a worker won't be regarded as being paid on an income basis if deductions from the employee's predetermined compensation are created for absences occasioned by the employer, such as for example being closed on certain holidays, or perhaps the operating requirements of the business. Further, the regulations recognize only a finite wide range of times when an employer could make deductions (or "dock") for absences of the full day or more without jeopardizing the exemption and thus incurring overtime liability. But, holidays do not come under any of those exceptions.

2. Can we require employees to complete an introductory period before becoming qualified to receive holiday pay?
You almost certainly can exclude new nonexempt employees from holiday pay. If there is no collective bargaining agreement or other contract specifying that new employees meet the criteria for holiday pay, then it is up to your organization's policy. Many employers exclude new employees from certain benefits granted to longer-term employees until completion for the introductory period.

However, new exempt employees should not be included in this policy and may receive pay for holidays. As explained in # 1, above, if you don't pay exempt employees, new or old, for holidays they don't work, you could jeopardize their exempt status.

3. Can we require employees to work on holidays?
Since paid paid holidays are a discretionary benefit, you may require employees to operate holidays in accordance with the operating needs of the organization (and assuming no collective bargaining agreement or any other contract prohibits this work). We recommend that employers' holiday policies should include language that indicates employees might be expected to focus on holidays. For instance, our HR Matters Tools and Resource Center, Policy Manual, includes the following provision when you look at the model Holiday policy in Chapter 503: "The Company may schedule focus on an observed holiday because it considers necessary. Normally, work on an observed holiday will likely be paid as if a single day were a regularly scheduled work day.

Note that you generally are not essential to pay for nonexempt employees for time and one-half for holiday work unless the employee has already worked 40 hours within the week (see number 4, below) or to provide a paid floating holiday at a later point . However, the model policy provides these extra benefits in recognition of the extra burden for employees who work on holidays.

4. Do we owe nonexempt employees overtime if they work on holidays?
The FLSA requires you to definitely pay overtime to nonexempt employees at time and one-half their regular rate of pay for all hours actually worked over 40 in a single workweek. Accordingly, you certainly will owe nonexempt employees who work with holidays overtime only when the employees end up working more than 40 hours because they're working on the vacation.

So, for example, if an employee has worked four 10-hour days (40 hours) and then works on a designated holiday that same week, then the employee should receive overtime for several of the holiday work hours. But, in the event that employee works four 8-hour days (32 hours) after which works an additional eight hours on the holiday, for a total of 40 hours worked when you look at the week, then that employee is certainly not eligible for overtime for the holiday work hours. (Note, however, that a small quantity of states, such as for example Rhode Island, require payment of at least time and one-half for employees who work with certain holidays, so make sure to check state law, too.)

As an aside, in the event that you voluntarily pay reasonably limited of time and one-half (the equivalent of overtime) for work on any occasion, the FLSA regulations generally permit you to credit this extra compensation towards any overtime that may actually be earned in the same week.

5. If an employee works 40 hours in a week after which takes a paid holiday, do we owe the employee overtime?
No. As discussed in no. 4, above, nonexempt employees should be paid overtime just for all hours actually worked over 40 in one single workweek. Thus, in calculating actual working hours for a nonexempt employee, you do not have to count any paid time off in the overtime calculation if the employee did not perform any work during the time off.

So, regardless if a nonexempt employee works a full 40-hour workweek and also takes just about every day of paid holiday and is paid for 48 hours that week, the employee just isn't eligible for overtime pay since he would not in fact work a lot more than 40 hours when you look at the workweek.

6. Let's say an employee is on FMLA leave when a holiday occurs? Should they receive holiday pay?
The clear answer is determined by your policy. You generally do not need to pay a worker for holidays that occur while the employee is going on unpaid FMLA leave if it's not the employer's policy to offer this benefit during other styles of unpaid leave. Similarly, if an employee's work schedule is reduced for intermittent FMLA leave, you may possibly reduce proportionately the employee's benefits, such as for instance holiday pay, if the employer's normal practice is to base this benefit on the wide range of hours an employee works. However, you might not get rid of the full-time employee's benefits since the employee is working a part-time schedule if part-time employees normally are not entitled to these benefits.

7. How do we pay nonexempt employees who work a compressed workweek, working four days a week, ten hours each and every day? Should these employees receive holiday pay if the holiday falls on every single day that they're not scheduled be effective?
Whether the nonexempt employees working compressed workweeks qualify for holiday pay hinges on the terms of your holiday policy and just how it was implemented. Employers using compressed schedules (such as for instance employees working four days / ten hours each day) generally take three basic approaches to eligibility for holiday pay.

(Download free Holidays model policy including best HR practices and legal background.Will demand that you create a free account.)

Some employers pay only for holidays occurring in the employee's regularly scheduled work day. Another more prevalent approach would be to allow compressed workweek employees to take off each and every day by which they would otherwise be scheduled to operate. For example, if the employees normally work four days, it works only three days during weeks with holidays. Still other employers would rather have compressed workweek employees on the job at the least four days a week and pay for the break even in the event the employee just isn't scheduled otherwise to function that day, giving the employees an additional day of pay. This last practice, however, may lower the morale of employees who work a consistent schedule and thus receive less pay for the break week.

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