Independent contractors are generally exempt from these regulations, but full-fledged employees might be entitled to at least health insurance coverage and paid time off.Įven when not required by law, companies are often wise to provide employees with perks – whether in the form of vacation time, an annual bonus, or other incentives. Bonuses and benefitsĮmployers should make sure that they are in step with state and federal benefits rules. Are hours recorded on the honor system, or will workers clock in and out? How should increments of less an hour be reported? Since the invoice generally covers many working days, it is critical to ensure that employees are not merely completing it from memory at the end of the period (and possibly making costly errors). Tracking hours workedĮmployers should establish a procedure for tracking hours. More information on wage laws can be found at the US Department of Labor’s (DOL) website.īe aware that federal labor laws also generally require that employees be paid a higher overtime rate for any hours in excess of forty worked in a single week. Teen workers may be paid less for a brief period just after hire, and independent contractors are not covered by minimum wage rules. Servers and other employees whose earnings come primarily from tips are subject to a lower minimum wage – though rules for tipped employees vary by state too. There are some exceptions to the minimum wage law. Some states have legislated even higher wage floors, and wherever a state minimum is higher, it takes precedence over the federal standard. Minimum wage and pay ratesĪs a baseline, employers are generally required to pay workers at least the federal minimum wage. In some states, for example, the employer may be required to withhold state income taxes from wages. Other elements will vary with the specifics of the work arrangement and the local labor laws.
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