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Fingercheck Calculates Overtime Pay Including Non-Discretionary Bonuses


The Fair Labor Standards Act (FLSA) requires non-discretionary bonuses to be included in the regular rate of pay when determining overtime pay. By definition, a non-discretionary bonus is a bonus that is “promised or expected and tends to be dependent on the quality, quantity or efficiency of production or hours worked,” according to SHRM. It is typically obligated to be paid based on a written or verbal agreement/contract, or is a bonus of a particular nature that is pre-determined based on qualifying factors. Here are some examples of the types of bonuses that count as non-discretionary (sourced from SHRM):  Bonuses promised in an agreement Bonuses tied to performance evaluations, incentive plan bonuses, or any bonuses based on

Legislative Update: House Passes Two Bills on Comp Time and Health Care

U.S. court building as the House of Representatives passes two bills with the potential to majorly impact employers.

The House of Representatives recently passed legislation we think you should know about. If both acts are passed, major changes will directly impact you and your business.  The Working Families Flexibility Act The Working Families Flexibility Act was passed on Tuesday, May 2. If signed into law, this act would allow overtime-eligible employees to opt for comp time (paid time off in the future) as another choice of compensation when working overtime. Currently, the Fair Labor Standards Act (the nation’s prevailing federal labor law) only allows for overtime pay to be paid out at the rate of 1.5 x an employee’s regular rate of pay for each overtime hour worked. The payment must be paid in

When Can Employers Delete Employee Records?


It’s a popular question that doesn’t often get addressed — how long is an employer required to keep employee records, and when can you dispose of them? Let’s go over what’s stated in the law, and then read between-the-lines. The Fair Labor Standards Act (FLSA) states that every employer covered under its jurisdiction (which is most employers) must keep payroll records, collective bargaining agreements, and sales and purchase records for a minimum of three years for each nonexempt worker. Records on which computations are based (i.e. time cards and piece work tickets, wage rate tables, work and time schedules, and records of additions to or deductions from wages) should be retained for two years.  “The records

10 Ways to Beat the Mid-Day Slump


What causes the mid-day slump? According to chronobiologists, our mid-afternoon drowsiness can largely be attributed to the body clock, located in the hypothalamus, which, in interaction with the sleep drive, produces a dip in alertness in the afternoon. Other experts point to body temperature as being another factor in the mid-day slump, which varies through the day and is markedly lower during the afternoon. Circadian rhythms have also been proven to influence when we’re sleepy. Luckily, there are ways to overcome mid-day fatigue, and some of them are downright simple! Consider trying the following strategies:  1. Drink more water. It’s essential to hydrate through the day, as tiredness and loss of concetration are symptoms of dehydration.

New Tablet App Feature: Restrict Punches Based on Schedule

restrict punches on tablet app

We are constantly adding more features that maximize efficiency and control. Out latest feature update on the tablet app will allow you to restrict your employees from making an “in” punch before they’re scheduled to start work. Once you enable this feature, the tablet app will not allow employees to clock in outside their schedule. When employees foresee the need to work longer than scheduled and want to come in earlier supervisors must be notified to enter their times. This can keep overtime costs low and ensure that employees aren’t abusing the system and ensure that employees don’t clock in before their scheduled hours.  In order to restrict punches based on schedule, you’ll need to make a

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