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Health Care Reform Update: Break Times and Locations Now Required for Nursing Mothers

Please be advised that the recent Patient Protection and Affordable Care Act of 2010 amended the Fair Labor Standards Act (FLSA) to require that employers provide employees with the ability to take unpaid breaks for a "reasonable" amount of time for the purpose of expressing milk for nursing infants up to one year old.  In addition, employers are now required to provide a private area for this purpose that is shielded from and free from intrusion by coworkers (bathrooms are not permissible).  Employers with less than 50 employees are excluded from the new requirements if they can demonstrate that compliance would create an undue hardship by causing significant difficulty or expense when considered in relation to the employer’s size, financial resources, nature or physical structure.  Importantly, employees who are exempt under Section 213 of the FLSA are not entitled to these breaks (this includes employees who qualify for the executive, administrative, professional, outside sales, or computer ...

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Memorial Day Schedule

Our office and all banks will be closed Monday, May 31, 2010 in observance of Memorial Day.  As a result, our processing schedule for this holiday will be as follows:     May 27, 2010         Payrolls reported on this day will be available for delivery on May 28, 2010     May 28, 2010         Payrolls reported on this day will be available for delivery on June 1, 2010 If you use our Direct Deposit service, you may need to change your payroll appointment if any of the following apply:     You normally would report your payroll on:         • May 27, with a May 31, check date         • May 28, with a June 1, check date         • May 31, with a June 2, check date         Reminder:    The earliest day funds can be available to your em ...

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Introduction to pay deductions covered by the Fair Labor Standards Act (FLSA)

Introduction to pay deductions covered by the Fair Labor Standards Act (FLSA) The Fair Labor Standards Act (FLSA) establishes, among other things, federal standards for minimum wages and overtime pay that employers are required to follow. Unless a specific minimum wage and overtime exemption applies, employees must be paid at least the applicable minimum wage for each hour worked and overtime for any hours in excess of 40 hours worked in the workweek. Employees who do not qualify for an exemption are commonly referred to as "nonexempt employees" and those employees who do qualify are referred to as "exempt employees." Risks The issue of improper deductions applies to all employees, both nonexempt and exempt. An improper deduction from either is a violation of the FLSA law and such violations can result in investigations by the United States Department of Labor (DOL) and/or expensive and time-consuming litigation. As an employer considering taking deductions from any employee's wages ...

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Pay Deductions Quiz: Uniforms for a minimum wage employee.

Pay Deductions Quiz: Uniforms for a minimum wage employee. You hire a minimum wage employee to work as a cashier at your auto parts store. The employee signs an agreement to have $20.00 deducted from her first check to cover the cost of a uniform. You then, as agreed upon, deduct $20.00 from the employee's first check to cover the cost of the uniform. Have you violated any Fair Labor Standards Act (FLSA) requirements? Here, you have violated the FLSA's requirement that a nonexempt employee be paid the minimum wage for each hour worked. It makes no difference that the employee agreed to the deduction. Because the employee is a minimum wage employee, there was nothing that could legally be deducted from the employee's wage to cover the cost of the uniform. Any deduction puts the employee below the minimum wage level.   Feel free to visit the main page we’ve created for Articles on Payroll Services. Modern Business Associates frequently deals with payroll issues. As a Prof ...

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Our St. Petersburg/Tampa, Florida HR company can help you in five key areas.

Our St. Petersburg/Tampa, Florida HR company can help you in five key areas. As a business owner in St. Petersburg, FL, you should know that companies that outsource their HR needs to an HR company are now doing it for many more reasons than just cost savings. Companies are now using their HR outsources to increase workforce performance, too. Check that your HR company is acting as a strategic back office by using their experience, HR processes, and software to support these five key areas: Payroll Administration Employee Benefits Support Risk Control and Workers' Compensation Insurance Business Insurance Management Human Resources Consulting A comprehensive assessment of your current business practices can outline the areas that would best serve your company's human resources outsourcing needs. Please feel free to review the summary of HR services we offer at Modern Business Associates to help brainstorm your needs when looking for an HR company in St. Petersburg, ...

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