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Employee Rights News You Can Use

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Hello,

I hope you are having a blessed New Year! 2010 promises to have many exciting, challenging, changing and disturbing things taking place on the job. As a valued subscriber to Basic Employee Rights eNewsletter I pledge to continue to provide quality info you can use to enhance your employment experience. Why? Because I'm also an employee who makes it his business to stay on top of what's happening at work.

Welcome to this issue of Your Basic Employee Rights eNews! Either you recently signed up for a subscription at www.you-can-learn-basic-employee-rights.com or it was sent to you by a friend. If you no longer wish to receive this newsletter or have a change of address, please use the convenient links at the bottom of this email.

Our overall policy is to deliver ONLY key Basic Employee Rights info that you NEED. We do all the research gathering what's important.

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Date December 7, 2010

Issue #10

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Article

Is your boss paying you correctly?

You read in the newspaper or online job search about a office manager job with a "rent-to-own" company. Among other things it says the position pays a yearly salary of $35,570 with nice benefits. You are told in the interview, managers normally work 50 to 70 hours extra during the week. The employer's payroll is set up on a bi-weekly basis. After a great interview you get the job! Several weeks later you get your first check thinking about that 25 hours overtime you worked.


When you check your direct deposit or open your pay stub you're stunned to see no overtime at all! "Payroll must have made a mistake" you say to yourself. But, they inform you the payroll is correct because you are classified as an "exempt" salaried employee. Unfortunately, like so many other job seekers and employees, not understanding what "exempt", "non-exempt", "hourly" or "salaried" means can affect your wallet.


Employers are required by the (FLSA) Fair Labor Standards Act enforced by the U.S. (DOL) Department of Labor to designate employees as either "exempt" or "non-exempt". The FLSA sets guidelines for overtime pay, minimum wage, record keeping and child labor for employers and employees "covered" by the Act. Here's the basic definition for each category;

Hourly

"Non-exempt" employees are covered by the overtime laws under the Fair Labor Standards Act (FLSA), hourly employees keep a log of hours worked on a time record. If the employee works more than 40 hours in one work week the employee is paid at time-and-one-half (1.5). Hourly workers must be paid at least the current minimum wage

Salary

"Exempt" employees receive the same amount of money per pay period regardless of hours worked over or under. They do not receive overtime pay

Exempt

Not required to be paid overtime over 40 hours weekly, must make at least $23,600 a year, msut be paid on a salary basis and perform "exempt" job duties

Non-exempt

Must make a t least the minimum wage, must be paid overtime over 40 hour work week, that overtime must be time plus one half the employee's regular rate of pay

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All the Best.

Yancey

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Top Tip!

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Can workplace harassment lead to jail time?

If sexual harassment takes place at work it usually can result in the employer getting sued for money because it's a civil matter. However, a criminal charge may occur if the harassment involves touching by force, rape or sexual battery.

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The Next Issue of Basic Employee Rights eNews!

Is your boss paying you correctly?

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PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace.

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DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

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Written by Yancey Thomas Jr.

Owner, you-can-learn-basic-employee-rights.com

(c)copyright 2010 you-can-learn-basic-employee-rights.com