Comments for KPA http://blog.kpaonline.com All things compliance Sun, 05 Sep 2010 19:20:09 +0000 hourly 1 http://wordpress.org/?v=3.0.1 Comment on Now is the time to prepare, evaluate, update and implement your SPCC Plan by PTZ Network Camera http://blog.kpaonline.com/2010/08/now-is-the-time-to-prepare-evaluate-update-and-implement-your-spcc-plan/comment-page-1/#comment-747 PTZ Network Camera Sun, 05 Sep 2010 19:20:09 +0000 http://blog.kpaonline.com/?p=740#comment-747 Apple now has Rhapsody as an app, which is a great start, but it is currently hampered by the inability to store locally on your iPod, and has a dismal 64kbps bit rate. If this changes, then it will somewhat negate this advantage for the Zune, but the 10 songs per month will still be a big plus in Zune Pass' favor. Apple now has Rhapsody as an app, which is a great start, but it is currently hampered by the inability to store locally on your iPod, and has a dismal 64kbps bit rate. If this changes, then it will somewhat negate this advantage for the Zune, but the 10 songs per month will still be a big plus in Zune Pass’ favor.

]]> Comment on OSHA in the news by IP Camera http://blog.kpaonline.com/2010/04/osha-in-the-news/comment-page-1/#comment-746 IP Camera Sun, 05 Sep 2010 02:00:33 +0000 http://blog.kpaonline.com/?p=493#comment-746 Sorry for the huge review, but I'm really loving the new Zune, and hope this, as well as the excellent reviews some other people have written, will help you decide if it's the right choice for you. Sorry for the huge review, but I’m really loving the new Zune, and hope this, as well as the excellent reviews some other people have written, will help you decide if it’s the right choice for you.

]]> Comment on Should Every Employee Use A Timecard? by casinogames http://blog.kpaonline.com/2010/03/should-every-employee-use-a-timecard/comment-page-1/#comment-745 casinogames Fri, 03 Sep 2010 13:37:57 +0000 http://blog.kpaonline.com/?p=391#comment-745 I am sure that i will come back to your blog soon. Keep us posting interesting articles I am sure that i will come back to your blog soon. Keep us posting interesting articles

]]> Comment on Should Every Employee Use A Timecard? by Efren Franciosa http://blog.kpaonline.com/2010/03/should-every-employee-use-a-timecard/comment-page-1/#comment-744 Efren Franciosa Fri, 03 Sep 2010 07:21:39 +0000 http://blog.kpaonline.com/?p=391#comment-744 I revere what you eat done here. I like the part where you say you are doing this to trade stand behind but I would simulate not later than all the comments that this is working quest of you as well. I revere what you eat done here. I like the part where you say you are doing this to trade stand behind but I would simulate not later than all the comments that this is working quest of you as well.

]]> Comment on Imbibing Idiots and Job Interviews by hills fan http://blog.kpaonline.com/2010/08/imbibing-idiots-and-job-interviews/comment-page-1/#comment-743 hills fan Thu, 02 Sep 2010 03:32:14 +0000 http://blog.kpaonline.com/?p=793#comment-743 Great detailed information, I just bookmarked you on my google reader. Great detailed information, I just bookmarked you on my google reader.

]]> Comment on What Does New Healthcare Bill Mean for Employers? Less Then You Might Think It Does by bodybuilding supplements http://blog.kpaonline.com/2010/03/what-does-new-healthcare-bill-mean-for-employers-less-then-you-might-think-it-does/comment-page-1/#comment-740 bodybuilding supplements Wed, 01 Sep 2010 11:05:35 +0000 http://blog.kpaonline.com/?p=379#comment-740 Very interesting info, i am waiting for more ! Keep updating your site and you will have a lot o readers Very interesting info, i am waiting for more ! Keep updating your site and you will have a lot o readers

]]> Comment on Should Every Employee Use A Timecard? by Kathryn Carlson http://blog.kpaonline.com/2010/03/should-every-employee-use-a-timecard/comment-page-1/#comment-727 Kathryn Carlson Wed, 11 Aug 2010 15:55:50 +0000 http://blog.kpaonline.com/?p=391#comment-727 Don't confuse salary with pay classification - the real question is are you classified as an exempt or non exempt? If you are classified as exempt the company is not required to pay overtime. However, docking <strong>exempt employees </strong>for small increments of missed time is not a good practices because it can eliminate the exemption from overtime. To qualify as exempt, employees have to be paid a set amount each pay period, without any reductions based on the quantity or quality of work they do and also meet standards for the type of work performed. If employers dock an employee pay in small increments they are now treating them like nonexempt employees, and the law might consider them as such -- and thereby entitle them to overtime. Employers may make salary deductions (without jeopardizing the employee's exempt status) for one or more full days for medical or disability leaves, sick days, vacation, jury duty or suspension for significant infractions. If the company has a policy of PTO for missed time off then the employee may use that time to make up any deductions. Don’t confuse salary with pay classification – the real question is are you classified as an exempt or non exempt? If you are classified as exempt the company is not required to pay overtime. However, docking exempt employees for small increments of missed time is not a good practices because it can eliminate the exemption from overtime. To qualify as exempt, employees have to be paid a set amount each pay period, without any reductions based on the quantity or quality of work they do and also meet standards for the type of work performed. If employers dock an employee pay in small increments they are now treating them like nonexempt employees, and the law might consider them as such — and thereby entitle them to overtime.
Employers may make salary deductions (without jeopardizing the employee’s exempt status) for one or more full days for medical or disability leaves, sick days, vacation, jury duty or suspension for significant infractions. If the company has a policy of PTO for missed time off then the employee may use that time to make up any deductions.

]]> Comment on Should Every Employee Use A Timecard? by Cheryl http://blog.kpaonline.com/2010/03/should-every-employee-use-a-timecard/comment-page-1/#comment-725 Cheryl Tue, 10 Aug 2010 20:59:16 +0000 http://blog.kpaonline.com/?p=391#comment-725 I am a salaried employee who is required to complete a time card for PTO purposes however our company requires us to use small increments of PTO say for 15 minutes if you are late past your scheduled start time. However, nothing is tracked for the amount of hours worked over 40. Is this a violation of any labor laws? I am a salaried employee who is required to complete a time card for PTO purposes however our company requires us to use small increments of PTO say for 15 minutes if you are late past your scheduled start time. However, nothing is tracked for the amount of hours worked over 40. Is this a violation of any labor laws?

]]> Comment on OSHA fines increasing? by Nick http://blog.kpaonline.com/2010/04/osha-fines-increasing/comment-page-1/#comment-659 Nick Sun, 30 May 2010 15:43:31 +0000 http://blog.kpaonline.com/?p=488#comment-659 Osha's a joke....It'd be a more honest transaction of they came into a business and demanded money with a gun. It's amazing how little personal responsibility means in today's society and government situation. The more fines...the less people employed....(unless you work for OSHA that is...) Osha’s a joke….It’d be a more honest transaction of they came into a business and demanded money with a gun.

It’s amazing how little personal responsibility means in today’s society and government situation.

The more fines…the less people employed….(unless you work for OSHA that is…)

]]> Comment on OSHA fines increasing? by Chuck Elliott http://blog.kpaonline.com/2010/04/osha-fines-increasing/comment-page-1/#comment-631 Chuck Elliott Wed, 28 Apr 2010 16:11:36 +0000 http://blog.kpaonline.com/?p=488#comment-631 OSHA fines have always seemed to be for much smaller amounts in the past (compared to EPA or DOT fines). But lately we see this OSHA fine for $177,800. And We just had a car dealer fined $4,500 in Florida for not having current training documentation for a forklift driver. And that incident did not involve an accident or injury - who knows what the fine would have been if someone got hurt! OSHA fines have always seemed to be for much smaller amounts in the past (compared to EPA or DOT fines). But lately we see this OSHA fine for $177,800. And We just had a car dealer fined $4,500 in Florida for not having current training documentation for a forklift driver. And that incident did not involve an accident or injury – who knows what the fine would have been if someone got hurt!

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