| 10 Newest Forms |
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Many states accord parents unpaid leave to participate in their children’s school activities. The following form addresses that issue. |
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The Fair Labor Standards Act (FLSA) does provide limits on the amount of flexibility employers can provide workers. For example, a compressed workweek plan that allows workers to put in four 10-hour days with one day off per week is allowed under the FLSA. However, the FLSA does not allow a non-exempt employee (that is, one who is eligible for overtime) to put in 60 hours one week with the idea that he or she will reclaim those extra hours as time off at a later date – compensatory time off, commonly referred to as “comp” time. The following form allows exempt employees to keep track of hours worked in excess of their normal work day of work week, so that an equivalent time may be taken off with management’s prior approval at a later date. The form specifically cautions that nonexempt employees are not eligible for compensatory time off. |
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For some employees with ongoing family obligations, a permanent part-time schedule may be needed. One way of achieving a part-time arrangement is through job-sharing. This allows two employees to do the work of one (full-time worker) by sharing hours, responsibilities, etc. There are many challenges associated with job-sharing, and it requires good communication between the employees and with the supervisor to maintain job efficiency and effectiveness. If handled appropriately, the employer usually benefits from such an arrangement as each employee does more than half the work that one could accomplish, and thus more work is completed for the same salary.
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This form documents the conditions applicable to any flextime arrangement to guard against misunderstandings between the employer and employee working an alternate schedule. The agreement confirms that the employee must maintain a satisfactory level of work performance and remain accessible to supervision, customers and co-workers. |
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The following form allows employees to request an alternate work schedule to accommodate their personal commitments. It is essential to ensure that any flextime policy is applied and enforced consistently to guard against charges of discrimination.
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This form assists the employer who provides educational assistance to employees in keeping track of tuition benefits paid, to ensure that only appropriate expenses are compensated and that payments cease upon the employee’s graduation or other completion of course work.
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This form allows employees who must travel to obtain funds from their employer for that purpose rather than to pay for such expenses – which can be costly – from their own pocket and seek reimbursement later. |
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The Business Expense Report documents expenses incurred by employees who either travel, entertain, or make other personal expenditures in the course of performing their work for which Company policy requires they be reimbursed. Because some states also enforce specific statutes governing the reimbursement of business expenses (California is one), counsel should be consulted in the employer’s jurisdiction to ensure compliance. This form is sufficient for use in most states.
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This form documents any needed changes in time previously reported on a weekly basis for either exempt or non-exempt employees, subject to approval.
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| The Bi-Weekly Time and Leave Report documents hours worked by keeping track of hours not worked and leave taken on a bi-weekly basis. It is designed for use by exempt employees paid on a salaried, not hourly basis, and who are not entitled to overtime compensation. The form requires approval from the appropriate supervisor or department head. The employee will see any charge of leave used reflected on his pay stub. |
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