Week 4 Task3

Reply to the following post in 100 words or
more.

– “To be or not to be that is the question.”
That’s from Shakespeare’s Hamlet.
In the case of HR, the question
you must answer for all of your employees
to be or not to be full-time, part-time,
hourly, salaried, exempt, or non-exempt,
so let’s dig into the answers.
The most obvious difference between
full-time and part-time employees is hours.
In most companies, a full-time employee
works more than 32 hours per week,
while a part-time employee works less than that.
Now, let’s look at an employee
to understand how pay structure
and overtime works with full and part-timers.

Let’s say Nick is a Receptionist.
Whether Nick is a part-time or full-time Receptionist,
you can pay him an hourly rate or a salary,
so how do you determine which way to pay him.
Well, if Nick’s hours were constantly pushing him
into overtime and his duties meant
that he’s often staying an extra 15 minutes,
hour, or a few hours later than his schedule,
you’d be better off paying him hourly
because you need him to punch a time-clock
to correctly determine his overtime pay.
If he regularly works the same hours
all week, every week, you may decide
a salary is easier because you don’t have to
deal with time cards and calculating hours worked.

No matter how you pay him, as a Receptionist,
Nick’s duties likely do not make him
exempt from overtime pay, so whether you
pay him on a salary basis or hourly
and whether he’s part-time or full-time,
if Nick works over eight hours in a day,
or over 40 hours in a week, he receives overtime pay,
so there’s a few misconceptions
about salary I’d like to clear up.
The first is that a salary automatically means
exempt from overtime, but that’s not how it works.
Exempt or non-exempt status is determined
by an employee’s primary job duties,
not by how their payroll is calculated.

– “To be or not to be that is the question.”
That’s from Shakespeare’s Hamlet.
In the case of HR, the question
you must answer for all of your employees
to be or not to be full-time, part-time,
hourly, salaried, exempt, or non-exempt,
so let’s dig into the answers.
The most obvious difference between
full-time and part-time employees is hours.
In most companies, a full-time employee
works more than 32 hours per week,
while a part-time employee works less than that.
Now, let’s look at an employee
to understand how pay structure
and overtime works with full and part-timers.

Let’s say Nick is a Receptionist.
Whether Nick is a part-time or full-time Receptionist,
you can pay him an hourly rate or a salary,
so how do you determine which way to pay him.
Well, if Nick’s hours were constantly pushing him
into overtime and his duties meant
that he’s often staying an extra 15 minutes,
hour, or a few hours later than his schedule,
you’d be better off paying him hourly
because you need him to punch a time-clock
to correctly determine his overtime pay.
If he regularly works the same hours
all week, every week, you may decide
a salary is easier because you don’t have to
deal with time cards and calculating hours worked.

No matter how you pay him, as a Receptionist,
Nick’s duties likely do not make him
exempt from overtime pay, so whether you
pay him on a salary basis or hourly
and whether he’s part-time or full-time,
if Nick works over eight hours in a day,
or over 40 hours in a week, he receives overtime pay,
so there’s a few misconceptions
about salary I’d like to clear up.
The first is that a salary automatically means
exempt from overtime, but that’s Download the job aid I provided to help you get started, but once you’ve classified your employees, it’s a good idea to ask an employment law attorney to review you all of your job descriptions and the classification you assign them. not how it works.
Exempt or non-exempt status is determined
by an employee’s primary job duties,
not by how their payroll is calculated.