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  #11  
Old 03-08-2011, 04:51 PM
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ghunter502 ghunter502 is offline
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Yes as long as they don't fall under minimum wage it doesn't matter if they are considered salary or hourly.
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  #12  
Old 03-08-2011, 05:09 PM
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vencops vencops is offline
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If I'm not mistaken, you're gonna need to prove they have (____) employees they supervise, directly....to put an employee on salary.

If something makes sense in your head, there's a good chance someone else has thought of it. That doesn't make it legal, though.
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  #13  
Old 03-08-2011, 07:56 PM
WYtyler WYtyler is offline
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thanks for the help so far...

Here are some other things we have considered. First, we don't mow any lawns, we do more design/build landscapes So our gross production per day could be higher than $1000. Second, to make sure that they are making at least minimum wage we would still track their hours and divide that by what they got paid for that job. We do have an office manager to track that. Third, as far as cutting corners, we have a client sign off sheet for each job for quality control. Also, if there are call backs due to a problem we caused, they would not get paid for that. So they would want less call backs obviously. Do those ideas sound good?
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  #14  
Old 03-08-2011, 08:07 PM
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vencops vencops is offline
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"Also, if there are call backs due to a problem we caused, they would not get paid for that."

Now you need the lawyer's number, again.
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  #15  
Old 03-08-2011, 08:32 PM
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Snyder's Lawn Inc Snyder's Lawn Inc is offline
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I have 3 people on Salary base on what we do each week been doing this for 10 years Prodution is higher
My Work hours are 6 am to 8 pm 5 days week
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  #16  
Old 03-08-2011, 08:40 PM
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vencops vencops is offline
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In NC......you'd owe your employees back-pay for however long you've been on that system.
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  #17  
Old 03-09-2011, 11:51 AM
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ghunter502 ghunter502 is offline
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I just talked to my attorney and my accountant and commision or salary is perfectly legal!
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  #18  
Old 03-11-2011, 11:45 AM
masonenterprises masonenterprises is offline
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Quote:
Originally Posted by vencops View Post
If I'm not mistaken, you're gonna need to prove they have (____) employees they supervise, directly....to put an employee on salary.

If something makes sense in your head, there's a good chance someone else has thought of it. That doesn't make it legal, though.
Salary doesnt make them in a supervisory role.. I worked at a large corporation and there were 4000 salary workers... probably 25% of them were in some form of management... and for the other 3000 seems liked they just checked there email and stood around all day... the hourly workers actually got paid about 30% more on average than the non management types... unions
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  #19  
Old 03-11-2011, 01:47 PM
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vencops vencops is offline
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Quote:
Salary doesnt make them in a supervisory role..
Agreed.

Now.......when you start working folks over 40hrs/wk.......you're gonna run into trouble.

There was a rash of claims made against employers in the early 90's in the golf profession (club professionals). Clubs used to put the assistant professionals on salary and work them exhorbitant hours.

That's not legal.
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  #20  
Old 03-11-2011, 02:11 PM
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vencops vencops is offline
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Here's a quick look at what I'm talking about.

http://blog.laborlawtalk.com/2008/12...orth-carolina/
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