I am looking for some guidance on exactly what needs to be done regarding timekeeping for exempt employees under SOX. Currently, we are having everyone fill out time sheets weekly (exempt and non-exempt) this seems tedious and overkill. What is really necessary to be doing? What are other companies

We are not subject to SOX, but due to recent changes in the law (Lilly Ledbetter) we are keeping timekeeping and payroll records indefinitely. We do have our exempt employees complete timesheets. What if you find out down the road that a certain position should have been classified as non-exempt and you have know way to proved what hours the employee actually worked and whether they are owed any OT?

Sarbanes-Oxley is outside of my area of expertise, but my understanding is that the law requires companies to have the proper internal controls in place. For instance you need to know whether payroll is so out of whack that it affects your financial statements. Therefore you need to have a set of tests and controls in place to make sure employees are paid accruately and that the hours were authorized.

SFBay is right. SOX does not require you to insitute timekeeping for exempt employees, although some employers do require exempts to keep track of their time. SOX requires you to have procedures in place to prevent unauthorized payments

Our company pays full-time and level 1 part-time employees their full wages -- minus any jury pay -- for up to 21 days of jury duty. Level 2 part-time employees and casual employees do not receive any jury-duty pay. We are a company of about 175 employees in Connecticut

I guess the real question is then: Can we deduct the time from the exempt employees' vacation balances?Does management have the option of saying "either you work or you take vacation time"? This is the part we are struggling with. Judging from your response (and from my own interpretation

in California. Total size : less than 50. Our handbook describes a full time employees as “Regular Full-time Employees are normally scheduled to work 40 hours per week.” To date we have offered all full time... share information with CA in a timely manner. They hired a receptionist full time about 3 months ago

6345929: I guess the real question is then: Can we deduct the time from the exempt employees' vacation balances?Does management have the option of saying "either you work or you take vacation time... their time off bank. Your company could be in some sense "closed" and still require its employees

company time do get UI benefits. Because many people feel as I do, many people who are employed have... to suggest thatemployees whose resumes may be found on Monster should be fired while at the same time suggesting that you can fire or lay off employees any time you feel like it for any legal reason

a long enough time needs to pass for the drugs to be out of their system. I would ask for paperwork...) and do it for a reasonable amount of time (one month to six months). This gives them sufficient time to prove themselves to you and the company. Later on if there is a reasonable suspicion test them