Depending on your company, you may offer vacation time and/or paid sick leave. Instead of having separate policies for vacation, sick, and other types of leave, many employers offer a single PTO policy under which employees can use accrued time off for any purpose. For example, you may offer 14 days of PTO per year that employees can use for any reason. Under this policy, one employee could use 10 days for a vacation, another three days when they get sick later in the year, and the remaining time off to care for their child, whose school was closed due to a snowstorm. Other employees may use the time differently to meet their specific needs and circumstances.
The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations, sick leave or federal or other holidays. These benefits are matters of agreement between an employer and an employee (or the employee’s representative). If you are uncertain, check your employee handbook. Don’t have a handbook? Contact Outstaffing for information on how to develop one!
An exempt employee is not eligible to receive overtime pay, and is excluded from minimum wage requirements. One of the main differences between exempt employees and non-exempt employees is that exempt employees receive a salary for the work they perform, while non-exempt employees earn an hourly wage.
Non-exempt employees are guaranteed an hourly wage and overtime pay under the FLSA. They must earn at least the federal or state minimum wage for every hour worked, and overtime pay for any amount of time exceeding 40 hours. Any job that earns a minimum wage is eligible for overtime pay and is considered non-exempt.
Your Client Portal is simply a web page providing access or links to the various pages within your website. From the portal, clients have access to the tools and forms needed as a manager/owner. The employees also have links to everything they need for their payroll, HR and benefit information.
Clients and employees use the same login id and password for the Outstaffing site. Your Outstaffing Portal does not contain any sensitive information; it is the “home page” for everyone in the company. It does however provide both client and employee with a link to Paylocity where each individual has their own login and password.
Employer Credits Available for Leave Offered Through March 2021
An appropriations bill, signed into law by President Donald Trump on Dec. 27, 2020, does not extend the paid sick leave and expanded family and medical leave mandates created by the Families First Coronavirus Response Act (FFCRA). These leave requirements expire on Dec. 31, 2020. However, the bill does extend the time limit for employer tax credits for FFCRA employee leave. As a result, tax credits will be available to fund FFCRA leave offered by employers through March 31, 2021. The FFCRA’s leave mandates require businesses with fewer than 500 employees to provide employees up to 80 hours of paid sick leave for their own health needs or to care for others. The act also requires an additional 10 weeks of paid family leave to care for a child whose school or place of care was closed, or child care provider was closed or unavailable due to COVID-19.
The FFCRA employer tax credits cover certain costs of the employee leave required by the law; specifically: employee wages, health plan expenses allocable to those wages, and the employer’s portion of the Medicare tax related to the wages.
Payroll invoicing is done the Monday prior to the Friday employee payroll date. Please note that draw dates may change subject to bank holidays. To see the invoicing/payroll dates and information for the current year,CLICK HERE
