u/DemandFront7935

Hi team,

Recently started a new job and what a damn mess it is.

I have a non exempt employee that is salaried. International company in partnership with the former HR person (who left a giant mess) made the offer, when in reality it should’ve been exempt due to the job duties.

This employee believes that if they move to exempt that they should be paid significantly more. The issue is, their current salary is in market rate, they are paid well, WAY above the salaried minimum. The former hr person was telling them to not really track their hours as ‘it balances out’ basically treating them like an exempt so they don’t go over 40 hours, but then pulls ‘im at my hours I can’t do that’. A MESS I KNOW.

I truly do not believe that this employee should be making a significant amount more than what they do now, but for whatever reason, they believe otherwise. Will they work extra time, yes, but they are thinking nearly 35-50% increase on top of a salary at/above market for our area and company size.

I’m stuck cleaning so many messes I didnt create and I just want a second opinion to understand if my head is in the right direction. I don’t even know what to do 🙂

HR person here and I’m struggling to clean up exemption status for my new job I just started.

We have a computer exempt employee who is hourly (at a generous hourly wage) PT. I’m having a hard time finding the right data or maybe I’m over complicating it.

This employee may be asked to travel internationally for projects. Is all time spent traveling during normal working hours considered compensable time, or is ALL hours spent traveling compensable time?

Thank you for help and insight. This is one of the many messes I’m cleaning up.

Edit: of course all travel and pier for food are coverages by the company.

We have employees moving to a different entity (new EIN) which I was under the assumption would require a new i9.

I’m currently getting the new entity set up with everify.

These employees will received their first paycheck for this new entity, July 15, pay period July 1-15.

Here’s where I’m overthinking it - these employees had offer letters written out to them in April that their effective start date would be effective immediately. We are working with a PEO (who does NOT take care of everify for us). My question is, we won’t put them under the new entity until July 1, and their pay with the new entity officially beginning as of July 1.

Does this mean I’m able to issue an I9 as of July 1, since that’s when they will ‘officially’ be under the new entity and being paid? And just issue out a note that effect July 1 their official start date and payroll with the entity under the PEO will begin?

Or am I just WAY overdue on their i9 effective to when they signed their new entity offer letter?

For context, I recently started this job and inheriting a giant mess. Trying to fix what I can and get things compliant. Insight is greatly appreciated and needed!!!

I work for an organization that has two US entities, different FEINs. New entity will require everify.

I recently started like two weeks ago and am just now wrapping my head around everything.

To give you some context, I was under the impression the new entity would officially be up and employees moved over July 1. Thus I would get everify open now to get ready for employees to move over. After reviewing offer letters, the previous HR person set them as effective immediately (April). They are technically still under the original entity. We are using PEOs. Effective July 1, they’ll be under new FEIN in PEO for payroll.

Am I now not able to put those employees through everify because their offer letters basically state April when everify would be up by most likely end of this week, or because they aren’t being paid under the new entity yet, I can still do everify for them and just have a note in their file that their first paycheck did not occur until July 1?

My initial thought was we can reissue the letters for admin reasons. My president does not want to reissue offer letters with a new date.

If this scenario feels familiar, please share how you proceeded or would proceed.

I was thrown to the wolves with this place and trying to make the best of it. I have a Lenovo laptop that’s slower than a slug and want to throw it off a bridge coming from a life long Mac user. First world probs. Help, please. 😀

I’ve used the platform in a prior role and wanting implement to my new organization as we also move to everify. I’m on edge with all the things I’m doing for new role and just don’t have the bandwidth to explore other options.

~30 people, could grow a lot over the next year or two, could also not. I’m an HR of one in the US so I’m trying to get things off my plate if possible. My biggest stressor is that I really don’t trust the work of the HR people before me and have already found some errors in my own audit.
I’m just so overwhelmed, I’m like kicking myself just thinking about it all. 😫

I9E made changes to their pricing from when I signed up years ago and could end up being a bit costly if we grow a bit in the near future…. but I also know the fines could be more of a headache. It’s a three year contract, don’t love it but could also be worse.

I like the platform, I know how it works, and it helps put me at ease to know we would be in better shape for an audit (should that ever occur) with their audit package and corrections if needed to start out.

Can someone share their recent experience using I9 everywhere?

I might be looking for a unicorn and I can also think of a ton of reasons why they are separate…. but can someone recommend a platform that could do background checks and Everify/I9?

Or if you have a platform(s) you’d die for, what are they and the cost?

Edit: not an HRIS, not an option to switch right now.

I’m looking to get my organization into everify (will be required in the near future for us).

I used I9everywhere in a previous organization…. but dang have they got expensive from when I implemented a few years ago! I was spending $12 an I9… now they have a monthly fee plus the I9 fee.

I’m also exploring just opening an everify for free and calling it a day. We do have remote employees which is an added layer of consideration.

On top of it all, I’m in the mess of cleaning up I9s that were done remotely post 2023…. when they shouldn’t have been done that way. 🫠 I’m going to reissue I9s for those done this way. Documenting my audit etc. If you have suggestions or experience here, please share.

Thoughts and opinions on DIY vs using a provider like I9everywhere - or if you have a suggested provider for this, please share!!

I recently joined a private organization that will bid for government contracts, which is a brand new world for me.

I don’t know where to start and I’m seeking guidance or resources of how I can ensure we have proper guidelines in place. Think background check, e verify, etc. Help!!!