COMPREHENSIVE ANNUAL LEAVE - FLSA Exempt Employees
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Anti-Slavery International Submission to the UN Special Rapporteur on Contemporary Forms of Slavery, Including Its Causes and Consequences
May 2018 Anti-Slavery International submission to the UN Special Rapporteur on contemporary forms of slavery, including its causes and consequences Questionnaire for NGOs and other stakeholders on domestic servitude Question 1 Please provide information on your organisation and its work with migrant domestic workers who became victims of contemporary forms of slavery, including the countries in which you work on this issue. Anti-Slavery International, founded in 1839, is committed to eradicating all forms of slavery throughout the world including forced labour, bonded labour, trafficking of human beings, descent-based slavery, forced marriage and the worst forms of child labour. Anti-Slavery International works at the local, national and international levels to eradicate slavery. We work closely with local partner organisations, directly supporting people affected by slavery to claim their rights and take control of their lives. Our current approaches include enabling people to leave slavery, through exemplar frontline projects with partner agencies; helping people to recover from slavery, with frontline work ensuring people make lasting successful lives now free from slavery; supporting the empowerment of people to be better protected from slavery; and using this knowledge base to inform, influence and inspire change through advocacy and lobbying within countries for legislation, policy and practice that prevent and eradicates slavery; international policy work and campaigning; and raising the profile and understanding of slavery through media work and supporter campaigns. We have projects across four continents. While the number of projects and the individual countries covered by projects varies at any one time, our current and/or recent work includes the United Kingdom, Peru, Mali, Mauritania, Niger, Senegal, Tanzania, Bangladesh, India, Nepal, Lebanon, Turkmenistan, Uzbekistan and Vietnam. -
Paid Time Off/Paid Parental Leave Programs & Practices
Paid Time Off/Paid Parental Leave Programs & Practices WorldatWork, with underwriting support from PTO Inc., conducted a survey to gauge the prevalence of paid time off programs and to better understand the practices of organizations with either PTO bank-type or traditional programs (e.g., vacation time, sick time, personal days), as well as the use of paid parental leave programs that provide paid time off to new-parent employees, separate from other paid time-off programs (PTO, vacation, sick, etc.). ©2019 WorldatWork All rights reserved. Definitions ✓Paid time off: used as a general term referring to leave granted under a traditional program where vacation, sick, personal, etc. are granted and taken separately. ✓PTO: used to refer to time granted under a PTO bank program where vacation, sick, personal, etc. are undifferentiated. ✓Paid parental leave: paid time off to new- parent employees, separate from other paid time off programs (PTO, vacation, sick, etc.). 2 ©2019 WorldatWork All rights reserved. Executive Summary • The prevalence of traditional paid time off and PTO bank-type programs are holding steady. • Organizations vary in their approach to paying for unused paid time off when an employee terminates but paying for unused PTO bank time and/or unused vacation time is the most common approach. • One in five employees loses at least some time at organizations with “use it or lose it” policies, meaning that if the goal was to encourage employees to take as much time as possible to rest and recharge, some change to messaging, culture or approach to time off is needed. • One in four employers are allowing employees to redirect unused paid time off to causes that are important to them. -
Plan for Operations in the Absence of Appropriations
Plan for Operations in the Absence of Appropriations Purpose This policy provides contingency planning in the event of a funding hiatus caused by the absence of appropriations, either through failure to pass a regular appropriation bill or a continuing resolution. Policy In the event of a funding hiatus, the Institute will proceed with the orderly shutdown of operations, beginning on the first workday of the hiatus, and will limit all work activity to actions necessary for such a shutdown. It is estimated that such actions will require not more than one-half workday. Since it is assumed that such a hiatus would be temporary and of short duration, no action will be taken that will impede the orderly commencement of operations once funds are available. The USIP president or their designee will notify all vice presidents (VPs) regarding which activities and personnel are designated as excepted and therefore exempt from the furlough, as well as the duration of each exemption. Point of Contact The Human Resources Director maintains reporting and monitoring procedures and should be contacted for interpretations, resolution of problems, and special situations. USIP Staff As of close of business on January 14, 2019, USIP has a total of 186 employees. As of January 14th, 128 USIP employees remain on furlough and 58 are excepted and therefore exempt from the furlough. Discussion Action The following actions will be taken to implement the shutdown: A. Staff will be advised by the President or their designee of a possible funding hiatus as soon as such an event is deemed likely by management. -
International Labour Organisation
1 International Labour Organisation Introduction The International Labour Organization is an organization in the United Nations System which provides for tripartite—employers, unions, and the government-representation. The International Labour Organization (ILO) was established in 1919 and its headquarter is in Geneva. It is one of the important organs of the United Nations System. The unique tripartite structure of the ILO gives an equal voice to workers, employers and governments to ensure that the views of the social partners are closely reflected in labour standards and in shaping policies and programmes. The main aims of the ILO are to promote rights at work, encourage decent employment opportunities, enhance social protection and strengthen dialogue on work-related issues. Origin of International Labour Organisation The ILO was founded in 1919, in the wake of a destructive war, to pursue a vision based on the premise that universal, lasting peace can be established only if it is based on social justice. The ILO became the first specialized agency of the UN in 1946. The ILO was established as an agency of the League of Nations following World War I, its founders had made great strides in social thought and action before 1919. The core members all knew one another from earlier private professional and ideological networks, in which they exchanged knowledge, experiences, and ideas on social policy. In the post–World War I euphoria, the idea of a "makeable society" was an important catalyst behind the social engineering of the ILO architects. As a new discipline, international labour law became a useful instrument for putting social reforms into practice. -
IRS Publication 4128, Tax Impact of Job Loss
Publication 4128 Tax Impact of Job Loss The Life Cycle Series A series of informational publications designed to educate taxpayers about the tax impact of significant life events. Publication 4128 (Rev. 5-2020) Catalog Number 35359Q Department of the Treasury Internal Revenue Service www.irs.gov Facts JOB LOSS CREATES TAX ISSUES References The Internal Revenue Service (IRS) recognizes that the loss of a job may • Publication 17, Your create new tax issues. The IRS provides the following information to Federal Income Tax (For assist displaced workers. Individuals) • Severance pay and unemployment compensation are taxable. • Publication 575, Payments for any accumulated vacation or sick time are also Pension and Annuity taxable. You should ensure that enough taxes are withheld from Income these payments or make estimated payments. See IRS Publication 17, Your Federal Income Tax, for more information. • Publication 334, Tax Guide for Small • Generally, withdrawals from your pension plan are taxable unless Businesses they are transferred to a qualified plan (such as an IRA). If you are under age 59 1⁄2, an additional tax may apply to the taxable portion of your pension. See IRS Publication 575, Pension and Annuity Income, for more information. • Job hunting and moving expenses are no longer deductible. • Some displaced workers may decide to start their own business. The IRS provides information and classes for new business owners. See IRS Publication 334, Tax Guide for Small Businesses, for more information. If you are unable to attend small business tax workshops, meetings or seminars near you, consider taking Small Business Taxes: The Virtual Workshop online as an alternative option. -
Agenda Item: Discuss and Consider Approval of a Paid Time Off Policy, Replacing the Current Sick Leave Policy
Agenda Item: Discuss and Consider Approval of a Paid Time Off Policy, replacing the current Sick Leave Policy Background: The Finance and Operations Committee requested staff to present a policy that replaces the organization’s existing Sick Leave Policy with a Paid Time Off (PTO) Policy, providing suggestions of best practices based on local examples of Moody Gardens and Mitchell Historic Properties. Current Practice A copy of the current sick leave policy is included at the back of this document as an attachment. The chart below outlines the current benefits provided by each of the entities: Vacation 10 10 10 Sick / PTO 12 11 10 Holiday 11 10 0 Total 48 46 30 Regional Comparison HR Houston recently conducted a region wide survey that evaluated the total benefit packages offered by nearly 200 employers which included close to 50 non-profit and governmental entities. Leave benefits were a major portion of the survey, and the data collected shows the following trends: PTO is becoming more popular in all industries, with nearly half of employers adopting the approach Median paid Vacation and Sick Leave data show the Park Board is generally aligned with regional business practice of a combined 31 to 42 days of paid leave, depending on years of service. The Park Board currently provides between 33 and 48 days of paid leave. National data breaks the categories down by industry, which shows non-profit entities consistently offer more paid leave benefits than for-profit employers as part of their employment total rewards program. On average, median days of paid leave are 35% higher for non-profit organizations than their for-profit peers. -
Annual Leave Act (1977:480)
Non-official translation Annual Leave Act (1977:480) Amendments: up to and including 2007:392 Section 1 An employee is entitled to annual leave benefits in accordance with this Act. Such benefits are annual leave, holiday pay and compensation in lieu of annual leave. Section 2 An agreement shall be invalid to the extent that it revokes or restricts an employee's rights under this Act. However, this shall not apply if this Act provides otherwise. Deviations from Sections 3, 9, 11, 16, 22, 23, 26, 29 and 30 may be made under a collective bargaining agreement that has been concluded or approved by an organisation which is deemed to be a central employees' organisation under the Employment (Co-Determination in the Workplace) Act (1976:580). An employer who is bound by such a collective bargaining agreement, by a collective bargaining agreement relating to matters referred to in Section 5, second paragraph, or by a collective bargaining agreement relating to deviations from Section 12, 19, 20 or 21, may in such respects also apply the agreement to employees who are not members of the employees' organisation which is a party to the agreement, provided that the employee is engaged in work that is referred to in the agreement and is not subject to any other applicable collective bargaining agreement. Section 3 The expression "annual leave year" means the period from and including 1 April of one year up to and including 31 March of the following year. The corresponding period immediately preceding an annual leave year is referred to as the "qualifying year". -
Overtime and Compensatory Time Updated: June 2021 Federal and State Law
Overtime and Compensatory Time Updated: June 2021 Federal and State Law • Fair Labor Standards Act (FLSA): Requires that employees are paid overtime for work in excess of forty (40) hours in a week. • California Labor Code§514: Requires that employees are paid overtime for work in excess of eight (8) hours in a day; while the City and County of San Francisco is not covered by this law because our employees are covered under collective bargaining agreements, we have negotiated that our employees receive this benefit. 2 MOU Overtime – 1x v. 1.5x • One-And-One-Half-Time (1.5x) Overtime (‘OTP’): Earned for hours worked in excess of 8 in a day or 40 hours in a week. • Straight-Time (1x) Overtime (‘OST’): Earned for hours worked outside an employee’s regular work schedule where an employee has not yet worked more than 8 hours in a day or 40 in a week under an MOU based on calculating overtime on hours worked (not hours paid). 3 MOU Overtime – 1x v. 1.5x Example 1: Employee works their regular work schedule from 8:00am to 5:00pm with one hour unpaid lunch and then works four additional hours of overtime. All four hours are earned at the 1.5x overtime rate. Example 2: Same employee takes off two hours of paid sick leave at the beginning of their regular work schedule and then works the remaining six hours of their regular shift. The employee then works four additional hours of overtime of which two are at the 1x rate and two are at the 1.5x overtime rate. -
Frequently Asked Questions About COVID19 and Maryland's
Frequently Asked Questions about COVID19 and Maryland’s Unemployment Insurance Benefits Administration General Questions 1. If I need to take time off work because I contract COVID-19, will I be eligible for unemployment insurance benefits? 1. No. You are not unemployed. The first and best option for employees who need to miss work due to illness is to use their employer-paid time off. The Maryland Healthy Working Families Act requires employers with 15 or more employees to provide paid sick and safe leave for certain employees. Maryland employers who employ 14 or fewer employees are required to provide unpaid sick and safe leave for certain employees. See this page for more information about the Maryland Healthy Working Families Act. As a rule, once an individual becomes unemployed, they should apply for benefits immediately. Section 8-101 of Maryland's Unemployment Insurance Law states that claims are effective only from the week that they are filed and will not be backdated. Therefore, if a claimant is eligible, that person can only be paid benefits from the time that they filed. Unfortunately, a claimant would not be eligible for benefits in the instance where they are not working due to being quarantined and their job is being held for them. This situation is akin to a medical "leave of absence" from a job. A medical leave of absence is when work is available, but the individual is not medically able to perform the work. Section 8-903 of the Law requires claimants to be able and available to work without restriction. -
Earned Sick Time Faqs
Massachusetts Attorney General’s Office – Earned Sick Time FAQs Earned Sick Time in Massachusetts Frequently Asked Questions These FAQs are based upon the Massachusetts Earned Sick Time Law, M.G.L. c. 149, § 148C, and its accompanying regulations, 940 CMR 33.00. The Earned Sick Time Law sets minimum requirements; employers may choose to provide more generous policies. Table of Contents Section 1: Introduction, Applicability & Eligibility .......................................................................................................... 2 Subsection A: Introduction .......................................................................................................................................... 2 Subsection B: Employees Eligible for Earned Sick Time ............................................................................................... 2 Subsection C: Which Employers Need to Provide Earned Sick Time? ......................................................................... 4 Section 2: Paid versus Unpaid Earned Sick Time ............................................................................................................. 5 Section 3: General Rules .................................................................................................................................................. 6 Subsection A: How is Earned Sick Time Accrued? ....................................................................................................... 6 Subsection B: Carryover of hours from one year to the next ..................................................................................... -
Nonexempt Hours Worked
AOD EMPLOYMENT BULLETIN EB2016-4 ARCHDIOCESE OF DENVER (AOD) MANAGEMENT CORPORATION NOVEMBER 2016 EXECUTIVE SUMMARY – Nonexempt Hours Worked Unless otherwise stated, this bulletin does not apply to Exempt employees who are paid the same salary for any week in which they perform any work, regardless of the number of days or hours worked. This bulletin applies to Nonexempt employees (hereafter referred to as “employee”) who must be paid for every hour worked including overtime pay for hours worked over 40 per week. See EB 2016-2 for more information on exempt versus nonexempt employee status. Knowing what is included in “hours worked” will help to ensure employees are accurately paid under the law. Problems arise when employers fail to recognize and count certain hours worked as compensable hours. For example, an employee who remains at his/her desk while eating lunch, regularly answers the telephone and refers callers, is working. This time must be counted and paid as compensable hours worked because the employee has not been completely relieved from duty. An employee who works extra hours must be compensated for those hours. This is true even if they did not seek prior permission to work those hours and even if their employer asked them not to work extra hours. Employees should be required to obtain supervisor approval before working extra or overtime hours, and failure to do so can revert to a disciplinary issue. Nevertheless, the employee must get paid for all hours worked. Time Sheet – A Key Document! All PART-TIME employees, all NONEXEMPT employees, and all HOURLY employees are required to submit a time sheet for all hours worked. -
Foster Children Were in Department of Children’S Series About the State Custody on May 22, Services Has Many Respon- Tennessee Foster Richards Said
Herald-CitizenHerald-CitizenROBOT HELPS KNEE SURGERY at CRMC. A5 SUNDAY, JUNE 2, 2019 | COOKEVILLE, TENNESSEE 117TH YEAR | NO. 119 $1.50 Cookeville event to mark D-Day anniversary BY JIM HERRIN 15 years ago when my grandfa- since he got it in 1945, so I just HERALD-CITIZEN ther was still alive,” he said. “I thought it would be fun and a had heard him talk about his way to honor him by putting all The wartime experience of a experiences during the war, and that together in a presentation,” former Cookeville and Colum- then I started going through his John said. bia, Tennessee resident will be collection of photographs and The hour-long presentation is highlighted in a special program memorabilia that he had brought also illustrated with photographs this week recognizing the 75th back with him.” from Wesley’s collection. anniversary of the D-Day inva- Wearing his grandfather’s Wesley Notgrass was born in sion of Normandy. uniform, John steps into char- 1915 and grew up in Columbia, John Notgrass will be present- acter to share Wesley’s life story Tennessee. He joined the United ing a show Thursday, June 6, in a fi rst-person narrative, from States Army in 1941 and served at 7 p.m. at Peachtree Learning growing up in the 1920s and ‘30s for four years in the United Center, 402 N. Walnut Ave., based through his experiences during States and Europe during World Gen. Courtney Hodges, left, pins the Bronze on his grandfather Wesley’s rec- the war. War II before returning to Co- Star on Sgt.