As the title says, should I be concerned? I get the impression this is just a bureaucratic change (company doesn’t want to deal with both salaried and hourly workers for timesheet reporting). But I’d like to make sure.
As the title says, should I be concerned? I get the impression this is just a bureaucratic change (company doesn’t want to deal with both salaried and hourly workers for timesheet reporting). But I’d like to make sure.
I’d imagine that for nonexempt employees, it’s easier to have it all done hourly. In some older systems, you’d have to manually go in and check who went over 40 to see who gets OT pay (usually 1.5x). Having it all in one place sounds simpler.
As long as your hourly pay rate * expected annual hours worked equals your old annual salary, I wouldn’t worry. Just always double check that you get the OT rate when you work overtime.
I was possibly thinking this too? The email that announced itself mentions “the timing of this change–DATE–will be aligned to the implementation of EMPLOYER’S new payroll cadence and provider”. Also something about manual transactions being unsustainable under the company size.