Quick question for you all, if you don't mind? We had an error where a payment was sent to a foreign client twice... they actually went ahead and returned the extra funds to us. Does this still need to be formally booked in the ledger, and if so, what's the best way to handle it?
Stupid questions, really... but I suppose I'll check anyway. So, looking at the timesheets... let's say we're looking at case 8/15. It’s a bit of a mess, I guess. You’ve got 88 hours of regular shifts, plus an 8-hour holiday, and then 72 hours of overtime. Just one of those things, maybe. When I’m out on PTO or calling in sick, I don't bother logging my days off... but I am curious about how weekly time off works. Maybe? Just wondering. August 1st and 2nd fell on a Saturday and Sunday—so, I guess I'm wondering if I should list those under my 24-hour weekly rest period? I mean, since I've been on paid time off since August 3rd, 2015... or am I mistaken? So, regarding that weekend on August 8th and 9th... should I actually be logging those days as my weekly time off, or what? So, what about August 15th and 16th—the Saturday and Sunday? I mean, should I actually log those as 24-hour shifts, or just leave them blank? I officially started working on August 17th, 2015... I guess it's a bit of a gray area. I suppose I’m just leaving everything blank, but then again... I can't be entirely sure. Thanks to everyone.
Has anyone actually dug into that new Bureau of Labor Statistics report regarding adult unpaid bills? It looks like they’ve pushed everything back to 2016, and apparently, the first batch won't even be released until February 20th, 2016. I'm just trying to figure out what timeframe this first form is actually going to cover... I mean, does it start with bills from December 31st, 2015, and go from there, or what?
Could you just clarify one thing? I'm wondering if you’re tallying up all those working hours plus the breaks at the end of the month, or if the total—say, 184 hours—is just the actual work time. Same thing for the daily breakdown, too... do you list the total as 8 hours, or does it show the full 24-hour block including the daily breaks?
Keith Martinez5 said:From what I've gathered, the rest period starts the moment you head home and lasts until you walk back through the doors the next morning. So, if someone works a standard 8-to-4 shift, does that mean their rest period runs from 4 PM that afternoon until 8 AM the next day—which would be 16 hours? Am I reading this right?🤔
So, yeah... I guess the daily rest would basically run from the moment you clock out until you show up for work the next day. So, like, starting at 4:00 PM... maybe.
So, how are we supposed to log weekly time off now? I mean, is it actually correct to list Friday as 16 hours, then Saturday at 24, and Sunday at 24 under the weekly leave category, or... what? I guess there's no clear rule anymore. Maybe it's just a mess.
Has anyone actually managed to fill out that hours tracker for April 2015? I’m looking for the simplest version—just the standard Monday through Friday grind, weekends left blank.
casualorca5 said:We don't track breaks separately; they just count toward total hours. For instance, if someone starts at 7:00 AM and finishes at 3:00 PM, that's a standard 8-hour workday. I saw an example in a business journal once where they listed 8 hours of work and 12 hours of daily rest combined?? It might be easier since employers aren't required to maintain records for things that didn't occur during the month. I suppose I'll just simplify my spreadsheets by removing all the columns that won't actually be used.
Yeah, exactly. My scenario is an 8-hour workday with 12 hours of rest... plus weekends off, so the weekly rest hits 64 hours. What I'm really wondering about is the monthly tally. If I sum up the work hours and get, say, 184, do I also have to add up all those daily and weekly rest periods into the grand total? Or is that just for documentation purposes, while the actual totals for payroll only include worked hours, vacation, and sick leave, just like it's always been??
So, how is this whole new hourly tracking system actually going to look on our pay stubs? I assume they’re going to want all those mandatory breaks factored in too, but there aren't even any categories for them right now... I guess we'll see. Maybe in Joppd, you're supposed to just log those breaks under unworked hours or something?
[QUOTE=Robert Sanchez6;53908961]I’m honestly worried because I don’t think anyone actually knows what the right way to handle this is yet. They’re going to update the regulations soon, and hopefully, they’ll finally fix this whole nonsense. Since I haven't been given a software solution to track everything yet, this is just how I’m going to log it for now: - Mon, Tue, Wed, Thu - 16 hours of PTO - Fri - 64 hours of weekly time off - Sat and Sun - I won't log anything at all - Annual leave - 8 hours of vacation time. I just hope they didn't mess up the system so that logging 8 hours of vacation alongside 16 hours of daily time off triggers some kind of error. I really doubt an inspector is going to come breathing down my neck right now, and even if they do, I doubt they’d make a huge deal out of this specific mess. Look, this is just how I’m managing things until I get some actual, reliable info. It might not be technically correct, but who knows. [/QUOTE ] Could you maybe put that into a table so I can see what the layout would actually look like? thanks[/QUOTE]
Nicole Lee6 said:The folks over at JPMorgan Chase told me that the daily and weekly time-off columns in the shift roster absolutely have to be filled out, but they were incredibly vague about how to actually do it—saying it "depends on the individual" or whatever. It’s just pure confusion from their end... honestly, they can go jump in a lake.
And now what kind of nonsense have they come up with regarding the pay stubs?!! Are they planning to mess with those too?!?!?!
Yeah, the main thing is they dream up something new, but there's never any explanation! I haven't found anything online about how this is supposed to be filled out... and I have no clue how I'm going to manage it... my schedule is pretty straightforward, so I don't know... I can't imagine what people with all sorts of crazy shifts are supposed to do... If anyone actually knows anything, please let me know!
Robert Sanchez6 said:What exactly would you enter on Friday then? Furthermore, please keep in mind that "daily leave" refers to the gap between two working days, whereas "weekly leave" is the interval between two working weeks.
I neglected to mention the most critical point. It is my belief that this section must always be completed, whether it pertains to daily, weekly, or annual leave. Federal labor regulations mandate these types of breaks and specify their minimum durations—to me, this looks like a way to monitor compliance. Therefore, one cannot simply claim to have no daily or weekly leave, because by definition, you do have them.
Now I’m genuinely lost... how on earth are you planning to write your posts??
Robert Sanchez6 said:It is precisely this specific section that troubles me most—it includes entries that seem to have absolutely nothing to do with actual pay stubs or vacation time.
In such a case, how should those of us with the most straightforward schedules (a standard Monday through Friday, 40-hour work week) approach this?
- Monday, Tuesday, Wednesday, Thursday — 16 hours of rest per day
- Friday — 64 hours of weekly rest ???
- Annual leave — is it 8 hours of vacation or 24 hours of vacation???
I am not even including the 30-minute lunch break, as that part seems perfectly clear to me.
If you ask me, it just makes sense not to record anything under WEEKLY REST when we aren't working Saturdays or Sundays... I assume that's meant for people stuck working weekends.. For those of us on a Monday through Friday grind, it should stay simple, like before: 5 days times 8 hours a week. No daily rest to report, and everything else is handled as needed (vacation, sick leave...). Because if I start logging Saturday and Sunday as rest, my total hours are going to be way off... right??
ruggedmaker2 said:You only track unaccounted time if the employee isn't actually on the premises during their scheduled rest period. So, if they use that 30-minute break to run down to the Department of Justice to pick up an ID or something similar... If the worker stays on-site during their break because they're just hanging out in the breakroom eating a sandwich, you don't write anything down. 😉
I got lucky—my tracking is all automated through software. Employees clock in on a device, and the program handles the heavy lifting. I only manually enter things like paid leave, field work, unexcused absences, or partial sick leave.
The absolute bottom line is that your time logs (the number and type of hours worked) MUST match exactly what shows up on the pay stubs. If your records show an employee worked the night shift for a week, then that exact same detail has to be right there on the paycheck. That’s the first thing the inspectors look for (I was sitting right next to them when they were auditing, so believe me, I know firsthand).
Alright, look, I don't even leave my desk during lunch anymore, so there's really nothing for me to write about then... but what about the WEEKLY BREAK column? I don't work Saturdays or Sundays, so... do I actually need to put something in that section or not?
Nicole Lee6 said:I’m in the exact same boat; this is all very unclear to me too. Previously, we just had an "Annual Leave" column—meaning I'd only record it during the specific month an employee actually took their vacation; otherwise, the column stayed empty. Now, are they removing the "Annual Leave" and "U.S. 42 days" columns to make room for one giant umbrella category called "Time Away From Work," which then branches out into all those sub-categories listed in point 9? Or am I only supposed to see the specific categories that happen to apply to us on the list?!
9) Time away from work:
– time spent on leave (daily, weekly, and annual), I have a bit of a logistical headache here. Since we run a towing service, we often get calls from HKA and have to head out immediately. How am I supposed to organize all that under these new rules? My employee's contract states that hours worked during emergency interventions count toward redistributed working hours. So, if I'm logging his time, would I write something like 12 hours in the "Daily Leave" column and then 2 hours (for a Saturday night intervention between 10 PM and midnight) in the "Night Shift" column because he gets a night premium? Then, on a slower day, if I send him home early or tell him to show up two hours late, would I log that as 6 hours of regular work and 2 hours of "Daily Leave"??!? 🤔
– non-working days and holidays established by special regulation,is this meant to replace the old "Holidays" column?
– time spent unable to work due to temporary incapacity,so does this cover both the 42 day categories now?
– time spent on maternity leave, parental leave, employment suspension, or other rights granted under special regulations,
– time spent on paid leave,
– time spent on unpaid leave,
– time spent away from work during the daily schedule at the employee's request,
– time spent away from work during the daily schedule where the employee fails to perform contracted duties through their own fault,
– time spent on strike,
– time spent during a lockout. Does every single one of these bullet points require its own dedicated column?
It's just pure nonsense—grouping daily, weekly, and annual leave all under one heading. What is that even supposed to achieve?? I honestly have no idea how I'm going to pull this off... if anyone has any suggestions, please, I'm begging! Personally, I just log whichever columns are relevant for that specific month (it's simpler that way)... I work five days a week, eight hours a day, and that's it. No weekends for me...
Paul Carter40 said:They added a few things—stuff like field work hours, time taken for maternity or parental leave, and any gaps in the daily schedule requested by the employee.
But I’m really stuck on point 9—absences from the workplace: - Does this include time taken for breaks (daily, weekly, or vacation)???? Are we seriously supposed to log a 30-minute lunch break under daily leave? And I don't even get what they mean by weekly leave... up until now, I’ve only ever recorded annual vacation... I could really use some clarification here.
David Green642 said:Just take a look at this sample invoice and follow the breakdown. You just need to address it to whichever client you're targeting—assuming I actually understood what you were asking...🙂
I’m stuck on this one... The price for the RN is sitting at 142.50, and from there... $38 It’s just... well, you have to factor in the sales tax. That's an extra 25% on top of the $90 base price. I guess that brings the total up quite a bit. Maybe? It certainly feels like more than I expected. $10 It’s an exempt fee, so there's no sales tax involved. Now I’m sitting here wondering how I'm even supposed to invoice this... whether I just mirror exactly what's on the receipt or if there's some other way to handle it. I guess we'll see. $30 First you've got the whole signature verification headache... and then there's the VAT. It’s just one thing after another, I guess. Maybe it'll settle down, but probably not. $10 Should I list these separately since they’re just fees without any sales tax applied? I suppose I'll just book them as expenses for now, but I definitely need to invoice the client properly if we want to get that money back...
I'm trying to figure out how a foreign entity can invoice us for an amount we already covered on their behalf. We paid a local notary $48 for some services, but it’s a bit of a mess—some of the service is subject to a 25% sales tax, while the stamps used were tax-exempt. I guess I'll just be booking the notary's receipt as a business expense. Thanks.