Kimberly was kind enough to mention a piece I wrote that has recently been published. I had meant to mention it — but then the school year started. (Remember summer? I liked summer.)
She writes:
I read a great article in the September 2006 issue of Classroom Connect’s Newsletter by Bud Hunt entitled
“Blogging for Professional Development”. I’ve been thinking about my
opening day meeting with teachers and wondering how I can succinctly
describe blogging to a varied audience. A very few of my teachers are
still struggling with email. So I’m excited to find Bud’s excellent
article which is in a more traditional format that everyone can
understand. Thanks Bud!
You’re quite welcome, Kimberly. Glad to be useful.
4 responses so far ↓
Andrew Pass // Aug 24th 2006 at 5:09 pm
Hi Bud:
I don’t see a link to your article. Can you please post one. I’d love to read it. I always enjoy reading your blog.
Andrew Pass
http://www.Pass-Ed.com/blogger.html
Bud Hunt // Aug 29th 2006 at 9:50 pm
I’d love to share the article with you, but it isn’t available online. Yet.
qasim // Aug 31st 2006 at 10:47 am
Equal Rights Publication
What is meant by “salary”?
“Salary” is a regularly paid amount of money, constituting all or part of an employee’s wages, paid on a weekly or less frequent basis, that is not subject to reduction due to the quality or quantity of work performed. This is the general definition in federal law (29 CFR 541.118). Since Wisconsin’s overtime law does not define “salary,” and since Wisconsin’s overtime exemptions are interpreted in a manner consistent with federal interpretation, this is the applicable definition.
Which employees can be paid on a salary basis?
Any employee can be paid on any basis – salary, hourly, commission, piece-rate, flat rate as long as they receive minimum wage for all hours worked in the pay period, and as long as overtime is paid when required . Overtime is usually required at time and one-half the regular rate of pay for hours worked in excess of 40 in a week. There is a provision in the overtime regulations ( Chapter DWD 274, Wisconsin Administrative Code) that “exempts” employees whose primary duty is administrative, executive, or professional work from overtime requirements. One of the requirements for each of these types of work to meet the exemption is that they are paid on a salary basis.
Not all salaried employees are “exempt.” Employees must meet the definitions in the law in order to be classified as exempt. For more information on these definitions see “Wisconsin Hours of Work and Overtime Law”.
Is there a limit to the number of hours that can be worked by salaried employees?
No. Employers have the right to schedule employees as they feel is necessary. If the employee is not exempt, overtime must be paid for hours worked in excess of 40 in a week. In factories and mercantile establishments employees must have at least 24 consecutive hours of rest in each calendar week, under §103.85, Wisconsin Statutes. The employer can require that employees work extra hours if they are necessary.
If the salary is based on working 45 hours per week, does the employer owe more money if the employee works more than 45 hours?
This depends upon the wage agreement between the employer and the employee. If the employee is exempt (as an executive, administrative employee, or professional), generally no additional pay would be owed unless there is some agreement for additional pay. For non-exempt salaried employees, the employer must pay overtime if the employee works more than 40 hours. They may have to pay additional amounts if it is specified in the agreement that the salary is meant to be compensation for up to 45 hours. Contact the Equal Rights Division for additional information regarding this type of situation.
How is overtime paid for salaried employees who are not exempt from overtime requirements?
Overtime must be paid at time and one-half the regular rate of pay. The “regular rate” is an hourly rate that will change for a salaried employee based upon the number of hours worked in a week. Since salary constitutes wages at straight time for all hours worked, the employer owes an additional half-time for the hours in excess of 40 in a week. An example follows:
Example: A non-exempt employee is paid a salary of $500 per week, and works 50 hours in a given week. Since the agreement is just that the employee will be paid a $500 salary, that sum would cover any number of hours worked. The regular rate for this week is the salary ($500) divided by the 50 hours worked, or $10.00. To pay overtime, the employer would divide the regular rate in half ($10.00 divided by 2, or $5.00), and then multiply that result by the 10 overtime hours. The overtime due for this week would be $50. The employee’s gross wages for the week, including overtime, would be $550 (the $500 salary plus $50 in overtime pay).
Can the employer deduct from salary for partial days of absence?
No. Deductions may not be made for partial days of absence, regardless of the reason.
Can the employer make deductions from salary if the employee is sick?
Yes, but only if the deduction is made in conjunction with a bona fide sick pay policy that provides payment for absences that occur because of illness or accident. If the employer has a sick pay policy, but the employee is not eligible for benefits under the policy for the first 90 days of employment, the employer may deduct for full days of absence due to illness during that first 90-day period. If the policy offers five sick days per year and the employee has used those days, deductions may be made for full days of absence due to illness after the sick pay has been used.
Can the employer prorate the employee’s salary when the business is shut down for part of a week due to a holiday or for another reason? What about when the business closes for a full week?
If work is not made available to employees paid on a salary basis for part of a workweek, the employer may not reduce the week’s salary. If work is not made available for an entire workweek, however, no salary needs to be paid.
Policies/Pay:
Payment of Wages
Policies - Compensation/Pay
Wages are paid weekly for nonexempt employees and monthly for exempt employees. Exempt employees are paid on a salary basis as specified by the Fair Labor Standard Act.
Paydays are usually every Friday for nonexempt employees and the last workday of the month for exempt employees. If a normal payday falls on a Laboratory recognized holiday, employee payment will be made and pay advice notices will be distributed the prior workday. The Laboratory does not release paychecks prior to the Payroll Office’s announced schedule.
Direct deposit
All employees are expected to use direct deposit to either a savings or checking account at their bank of choice. To activate the direct deposit, the employee must complete a Direct Deposit Authorization Form (also available from the Payroll Department), attach a voided personal check, and return it to the Payroll Department. Due to banking requirements, it may take up to two weeks for the direct deposit to be activated. During this time, employees should pick up their checks in the Payroll Department.
Pay advice notices
A pay advice notice is mailed by Lab mail to each employee each pay period to employees. Employees may also view their statements online using the Employee Self-Service web page.
Questions regarding pay
Employees who think they have been improperly paid should first check with the Payroll Office to discuss calculation questions. If there are further questions, the employee should discuss the issue with his/her supervisor. If, after this discussion, the employee believes that incorrect pay has been provided, the employee should follow the steps outlined in the internal complaint procedure.
Date policy last updated: June 2005
qasim // Aug 31st 2006 at 10:51 am
SNUT works in the following areas:
* The promotion of teachers’ rights, especially in the current difficult circumstances, where these rights are constantly violated by employers who may fire teachers at a moment’s notice without any justification or any termination allowance;
* The promotion of equal opportunities for lady teachers, who now represent only 1% of all teachers despite the fact that 56% of the country population are women. They are not encouraged by society at large and the school owners’ associations in particular.
* Assistance to teachers with special needs. Differently-abled teachers are not employed in schools despite their talent and knowledge.
* Formulation of national education strategy. SNUT will work with all concerned in the development of a national strategy for education.
In order to realize all these and other visions and ambitions to promote teachers and education in the country, SNUT is seeking to work with EI and its member organisations. SNUT believes membership of EI will give a moral boost to Somali teachers as well as credibility and authority to stand for the rights of teachers everywhere in Somalia. SNUT hopes to exchange views and experiences with other sister organisations.
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