Salary Adjustments Your wages will be reviewed periodically. Pay raises are based on performance, increased experience, profitability of the business and individual contributions to the general welfare of the business.
Payday Wages are based upon an hourly rate for non-exempt employees. Employees will be paid each Friday for hours worked between the previous Friday through the following Thursday. In the event Friday is a holiday and the business are closed, your paycheck will be available on the next business day.
Pay Roll Deductions
State and federal payroll taxes will be withheld from your paycheck in accordance with the law. These deductions include state and federal income tax and social security (FICA).
New employees must fill out a Withholding Exemption Certificate (Form W-4) on or before the day they begin work. If an employee fails to fill out Form W-4, the employer is required to withhold the maximum amount of tax. A Form W-4 remains in effect until a new, amended form is submitted.
Change in Status
An employee must file an amended Form W-4 reducing the number of exemptions with ten days after: o the spouse for whom the employee had been claiming an exemption is divorced or legally separated, or claims his/her own exemption on a separate certificate. The support of a dependent for whom the employee claimed exemption is taken over by someone else or no longer furnishes more than half the support for the year.
The employer is required to submit a Form W-4 to the Internal Revenue Service for review if the employee: is claiming ten or more exemptions, or is claiming total exemption from withholding and earns more than $200.00 per week, or the employer believes an employee has claimed an excessive number of dependents.
Wage and Tax Statement Form W-2
Each employee will receive three copies of Form W-2 showing income taxes and social security taxes withheld for the year by January 31 of the following year. If, however, an employee requests a form before the January 31 deadline, it will be given within 30 days of the request or within 30 days of the final payment of wages, whichever is later.
Advance Payment Of Wages
We do not pay wages or salaries in advance. There are no exceptions unless it is for an extreme emergency. The amount to be advanced will not exceed one week’s wages.
Emergency pay advances are always considered early payments of wages for future work performed and are not to be considered a loan made to the employee by the employer. Before an advance can be granted the employee must sign an agreement indicating the amount to be advanced, the reason for the request and the pay-back schedule. Advances that have not been repaid earlier will be considered part of an employee’s final wages upon separation from employment.
Staff members are responsible for their paychecks after they have been received. Checks lost or otherwise missing should be reported immediately so we can initiate the “stop-payment, process and employees will have this “stop-payment” bank fee deducted from their next paycheck. A replacement check will be cut within 48 hours.
If you are unable to complete your work day because of an on-the-job accident, you still will be paid for your total scheduled hours for that day.
Overtime pay is paid according to the Federal Fair Labor Standards Act and the State Wage, Hours and Child Labor laws.