Comments on: Less pay for more flexibility http://www.hrbenefitsalert.com/less-pay-for-more-flexibility/ Daily dose of benefits news and know-how Tue, 04 Aug 2009 18:30:38 -0400 http://wordpress.org/?v=abc hourly 1 By: Yolanda Gaytan http://www.hrbenefitsalert.com/less-pay-for-more-flexibility/comment-page-1/#comment-1437 Yolanda Gaytan Mon, 17 Nov 2008 21:48:08 +0000 http://www.hrbenefitsalert.com/?p=209#comment-1437 I have an employee who is asking to telecommute 2 days from home to care for his infant son. We are a small company, 35 employee's and he is asking to do this for 2 years. He is an exempt employee so his pay would remain the same even though his hours have decreased. His job involves issues which are not funtional for telecommuting so we decided to offer to change him to an hourly employee and pay him for 3/eight hour days. The offer is still in a planning processes but now we have another issue that has come up. We recently cut our 401k match because business has fallen below expectations, like everyone else we are feeling the crunch and we may be faced with making more cuts. This particular employee's job falls within that margin. We don't want to be placed in a position where it looked like we discrimimated against him because he asked for the time off. In fact we are very willing to work with him on these terms, but if business warrants us to do a lay off he may be one of the ones that has to go besides others. What can you suggest I do to make sure the company is in complience if there is a lay off? I have an employee who is asking to telecommute 2 days from home to care for his infant son. We are a small company, 35 employee’s and he is asking to do this for 2 years. He is an exempt employee so his pay would remain the same even though his hours have decreased. His job involves issues which are not funtional for telecommuting so we decided to offer to change him to an hourly employee and pay him for 3/eight hour days. The offer is still in a planning processes but now we have another issue that has come up.

We recently cut our 401k match because business has fallen below expectations, like everyone else we are feeling the crunch and we may be faced with making more cuts. This particular employee’s job falls within that margin. We don’t want to be placed in a position where it looked like we discrimimated against him because he asked for the time off. In fact we are very willing to work with him on these terms, but if business warrants us to do a lay off he may be one of the ones that has to go besides others.

What can you suggest I do to make sure the company is in complience if there is a lay off?

]]> By: Wiz http://www.hrbenefitsalert.com/less-pay-for-more-flexibility/comment-page-1/#comment-1386 Wiz Sat, 15 Nov 2008 00:03:13 +0000 http://www.hrbenefitsalert.com/?p=209#comment-1386 This will just add to the statistics that say that women get paid less than men. This will just add to the statistics that say that women get paid less than men.

]]> By: Nadine http://www.hrbenefitsalert.com/less-pay-for-more-flexibility/comment-page-1/#comment-1384 Nadine Fri, 14 Nov 2008 22:18:35 +0000 http://www.hrbenefitsalert.com/?p=209#comment-1384 "while also cutting overtime costs for your non-exempt workers through work hour-pooling programs" What is work hour-pooling? “while also cutting overtime costs for your non-exempt workers through work hour-pooling programs” What is work hour-pooling?

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