Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 4:09:20 GMT -5
So...The board of managers wants my boss to do a presentation on payroll and payrates to persuade the board members to our side of things instead of to the board president's side of things. My boss freaked out at the thought of it, she knows nothing about payroll and then flat out asked me to do it for her.
This is what I've come up with so far. What I need to know is:
Is it clear and concise? Does it get my point across (The way we do things now is too subjective and confusing)? Does it seem like a reasonable request? Are my two options reasonable fixes for the issue? Should I stick to the facts or keep the part about my coworkers being excellent in there? Did I misuse/leave out any words?
Payroll Rate Proposal for 2016
Our current system offers four pay rates for some employees (with the possibility of up to five pay rates for some employees and only one, two or three for other employees). It is confusing to say the least and only gets more confusing when someone with a pay rate for Night Shift and Housekeeping then fills in for Team Leader where no rate is available for them. In the past, under the direction of Dorothea Nixon, I gave the person their highest rate of pay between their normally scheduled shifts and the starting rate of the shift worked when I did not have a pay rate for that shift for a particular employee.
For example, if (employee name) worked from 3PM to 11PM, I gave her the rate for her regularly scheduled 11PM to 7AM because it was higher than the starting rate of 3-11 ($13.00) and her 11PM-7AM shift is her highest rate of pay which is regularly scheduled. I did this as this is what I was personally told to do by Dorothea Nixon when I assisted her with payroll at a time when she was hospitalized. She wanted someone to know where things were and how to do them incase she became unable to continue with her duties as bookkeeper of Girdler House. She trusted me with this knowledge. I am ever so grateful for her instruction as I have continuously looked back on it over the years and have drawn from her training often.
I am looking for a solution to make this process simpler for those who have to report payroll in the future as well as for our employees to be able to look at their checks and easily understand the breakdown of their pay. Currently I often have to explain why the hours are separated out into different shifts and at different rates of pay, especially in relation to filling in on a shift they normally do not work. I would greatly like to streamline this so that the next person who reports payroll is not subjected to scrutiny over differing rates of pay. Ideally I would like to create a very black and white way of reporting payroll so there will be absolutely no question that the person reporting did exactly the right thing. Currently there are so many old rules and new rules conflicting that I honestly don’t know which I should follow as I have been instructed in the old rules only and find that the new rules unfairly penalize some people for filling in for shifts while others get one rate of pay no matter where they fill in.
I do believe we would be hard pressed to find a better group of caring, honest and dependable employees. For this reason I think that compensation in regards to pay rates need to be competitive in today’s job market, feasible for the budget of Girdler House and rewarding to our employees. I have worked at this home for 12 years and have seen my share of both good and bad employees come through our doors. Please believe me when I say we currently have a top notch group who absolutely cater to the needs of our residents to the best of their abilities and are absolutely deserving of pay rates which reflect their dedication and loyalty to the Girdler House. It is because of that dedication and loyalty that I feel these proposals are worth your time and consideration. I hope you will see some merit in the work I have personally done towards this idea and give my proposals your full consideration. On the back of this page you will find two very clear cut and black and white ways of determining rates of pay for each employee. I would be very happy to clarify, provide more details or answer any questions that any of you may have in regards to these proposals.
My first proposal is fairly simple, a rate for each person for each shift so there is never an issue of an unknown rate for a shift worked, even if that shift worked is only once per year. It is a very simple proposal and is purely mathematically derived to be astoundingly fair and unbiased.
That proposal is this: (starting rate)*(2%*years worked)+(starting Rate)=Rate for shift
This would basically mean that no matter who takes over inputting payroll data, if there should ever be a discrepancy for a rate they can refer to this formula for the missing rate, whether that person was hired one year ago or twenty.
For example, say we have an employee who has been here for 15 years. She has a rate for housekeeping, team leader and night shift, but she fills in for a 5-7 because she was the only person available to cover it and was willing to do so.
Our current starting rate is $10 per hour. She has been her for 15 years. We then plug this into the formula: (10)(.02*15)+10= (10)(.3)+10
This works out to being $13 per hour for that shift worked. This is a fair rate because it compensates that employees dedication to the job and reflects the 15 years she has worked here as well as an average cost of living increase of 2% per year.
My second proposal simplifies the process to a greater degree. We go from five rates of pay for each employee, to one average of the shifts they are normally scheduled and use that average rate no matter what shift they fill in for going forward. This will make it much easier to keep rates in line with increasing minimum wages (which is set to rise from the current $10/hour to $11/hour next year). We eliminate the starting rates entirely and evaluate new employees coming in with a single rate based upon their experience in the field.They will keep that rate for all shifts worked going forward. Current employees will make the same amount as they already do, but instead of having to break it down to five lines with different rates of pay for each one, it is simply one line with one rate of pay. This method also makes the new time sheets much more efficient and less prone to human error.
I will use an employee for this example but I will not name her as I am listing her rates of pay on this sheet.
In this example we have an employee who routinely works 5 days per week. On three of those days (for 16.5 hours) she performs her duties as Housekeeper at $12.51 per hour. On two days (for 16 hours) she performs as night manager at $15.46 per hour. In addition to those shifts she works twice per week as supper helper (for 4 hours) at $11.37 per hour.
This equals out to an average of 13.68 per hour worked.
Now, her pay check for the old method, three lines of pay would be: 499.26 The new method would result in a paycheck of: 499.32
for a difference of 6 cents in favor of the employee over 36.5 total hours worked for the Girdler House. Going forward this would be the preferred method as it will significantly cut down on human error when inputting information into the Paychex website. Currently the majority of errors have been the result of a person forgetting to sign in or the wrong pay rate used. Ultimately, this method could save Girdler House money in regards to fees for corrections and couriers to send out corrected checks for employees.
Thank you for taking the time to listen to this proposal and I hope going forward we can work together to create a streamlined and efficient payroll process for all who are involved!
For a further breakdown of both proposals, please see the attached sheets. On sheet one you will find a full breakdown of current fair rates for each employee for all available shifts. On sheet two you will find their average pay rate and the cost to Girdler house using both the current method as well as the new method.
|
|
Ava
Global Moderator
Death before Decaf
Joined: Jan 5, 2012 21:15:53 GMT -5
Location:
Posts: 1,634
Gender: Female
Last Online: May 25, 2017 14:34:58 GMT -5
|
Post by Ava on Jan 27, 2016 16:06:36 GMT -5
Tbh I didn't quite get what was going on until I hit the last sentence in the third paragraph. Any way to move that up to maybe the first paragraph? It really nails down your whole problem in a nutshell. Grabs the reader and makes your problem clear as day. The rest seemed clear. I liked the part about excellent employees. Always a good thing to remind them.
|
|
zombie
Charter Member
Joined: Oct 1, 2008 8:58:27 GMT -5
Location:
Posts: 4,710
Gender: Male
Last Online: Mar 11, 2023 21:10:09 GMT -5
|
Post by zombie on Jan 27, 2016 17:27:04 GMT -5
i think that you should go with it this way. it all looks good. it's fair and seems to make things easier to follow as far as how to go about the payroll.
i am not the best with grammar mistakes, so i'm hoping that someone else will go through and look for that, but here's what i found.
I gave her the rate for her regularly scheduled 11PM to 7AM <--- did you mean to say llPM to 7AM shift?
to report payroll in the future as well as for our employees t <-- you might want a comma? "in the future, as well as..."
Currently I often have to explain <--- "Currently, I often have to"
separated out into different shifts and at different rates of pay, "shifts, and..."
streamline this so that the next person <--- "streamline this, so that..."
Ideally I would like to create <--- "Ideally, I would..."
way of reporting payroll so there will be <--- "payroll, so there" or even "so that there" ?
old rules and new rules conflicting that I honestly don’t know which i should follow <--- "conflicting, that..."
I honestly don’t know which I should follow as I have been instructed in the old rules only <--- "should follow, as I have..."
instructed in the old rules only and find that the new rules <--- "old rules only, and find..."
for filling in for shifts while others get one rate of pay no matter where they fill in. <--- "for filling in for shifts, while others get the rate of pay, no matter where they fill in."
I do believe we would be hard pressed <--- "believe that we..."
For this reason I think that compensation in regards "For this reason, I think that compensation, in regards"
for 12 years and have seen <-- "for 12 years, and have seen..."
Please believe me when I say <--- "me, when.."
a top notch group who absolutely cater <--- "group, who..."
to the needs of our residents to the best of their abilities <--- i feel like "to the needs" and "to the best" in the same sentence is kind of jumbly to read? i don't know how to word it differently though.
best of their abilities and are absolutely deserving of pay rates which reflect their dedication and loyalty to the Girdler House. "to the best of their abilities, and are absolutely deserving of pay rates, which reflect..."
dedication and loyalty that I feel <--- "loyalty, that..."
done towards this idea and give my proposals your full consideration. <--- "idea, and..."
On the back of this page you will find <--- "page, you will..."
for each person for each shift so there is never an issue <--- "for each person, for each shift worked, so that there is never an issue..."
discrepancy for a rate they can refer <--- "discrepancy for a rate, they can refer..."
fills in for a 5-7 because <--- "for a 5-7 shift, because..."
She has been her <--- "been here"
This is a fair rate because it compensates that employees dedication "This is a fair rate, because it compensates that employee's dedication..."
worked here as well as an average cost of living increase <--- "worked here, as well as..."
We go from five rates of pay for each employee, to one average of the shifts they are normally scheduled <--- "from five rates of pay for each employee, to one average rate for the shifts..."
and use that average rate no matter what shift they fill in for going forward. <--- "average rate, no matter what shift they fill in for, going forward." new employees coming in with a single rate based upon their experience in the field.They will <--- "new employees coming in, with a single rate, based on their experience in the field. They will..."
I will use an employee for this example but I will not name her as I am listing her rates of pay on this sheet. <--- "example, but"
In this example we have <--- "example, we have..."
On three of those days (for 16.5 hours) she performs <--- (for 16.5 hours), she performs..."
On two days (for 16 hours) she performs <--- "(for 16 hours), she performs..."
In addition to those shifts she works twice per week as supper helper "In addition to those shifts, she works twice per week, as supper helper..."
The new method would result in a paycheck of: 499.32
for a difference of <--- it seems like this is meant to be all one paragraph together, not spaced like you have it there?
for a difference of 6 cents in favor of the employee over 36.5 total hours worked for the Girdler House. <--- "difference of 6 cents, in favor of the employee, over 16.5 total hours worked..."
Going forward this would be the preferred method as it will significantly cut down on human error when inputting information into the Paychex website. <--- "Going forward, this would be the preferred method, as it will significantly cut down on human error, when inputting information..."
Currently the majority of errors have been the result of a person forgetting to sign in or the wrong pay rate used. <--- "Currently, the majority of errors have been the result of a person forgetting to sign in, or the wrong pay rate used."
could save Girdler House money in regards to fees for corrections and couriers to send out corrected checks for employees. <--- "could save Girdler House money, in regards to fees..."
proposal and I hope going forward we can work together <--- "proposal, and I hope going forward, that we can work together..."
On sheet one you will find a full breakdown <--- "On sheet one, you will find..."
On sheet two you will find their average pay rate <--- "On sheet two, you will find..."
and the cost to Girdler house using both the current method as well as the new method. <--- "to Girdler house, using both the current method, as well as the new method."
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 27, 2016 19:54:03 GMT -5
See next post for an Accountant's proposal version of yours. Not saying you need to use it or even read it, but might give you an idea of how it looks from an outsiders perspective.
Regarding your queries:
Is it clear and concise?
I didn't find it concise enough. I like worked examples in a separate appendix and a few more shorter points. See my version for how I would tackle it. That being said I do believe it is a good proposal.
Does it get my point across (The way we do things now is too subjective and confusing)? You can make it clearer, but yes, there is a clear problem with having no payroll guidance and I think you at least note the problems.
Does it seem like a reasonable request? It is an essential part of any governing body that they have processes in place. You're doing them a favour, this is not the way a company can run, having no set guidance on payroll when covering shifts, and above all would simply not work in a sensible manner. Especially if people are working the same job for different pay, and you have to untangle it.
Are my two options reasonable fixes for the issue? Option 1 works Option 2 does not. By which I mean, you either are going to short-change people (or reward unfairly) or you are simply performing the same convoluted calculation every time they cover multiple shifts, just not on their payslip. instead they get a nicer payslip assuming someone does the math correctly. Which I tried to do, and it took me a couple minutes to work out what you mean by the average stuff.
Should I stick to the facts or keep the part about my coworkers being excellent in there? If you are making an oral presentation you can wax lyrical. in a document for submission I'd remove emotive items, but include some facts. See my version for how I mention dedication and service without describing specifics or adding superlatives. Again, my preference, but not needed for you perhaps.
Did I misuse/leave out any words? I agree with Z's revisions on comma usage (nice catches Z) and overall I think you have it fairly correct.
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 27, 2016 19:56:17 GMT -5
Payroll Rate Proposal for 2016
To: The Board of Directors From: AO Subject: Payrate amendments
Key Issue:
The current payroll system and calculation of individual staff payrates for work covering various shifts has created an unclear payroll process which has been prone to errors in calculation and results in revisions being required. These revisions are often at a cost to the business, as well as creating an inconvenience for staff. I have therefore analysed the current payroll process and identified several weaknesses which can be amended.
The key issue is the lack of guidance over payroll information to be used for staff covering more than one type of shift, or who provide cover for another member of staff at certain times. The current system does not have any formal guidelines regarding this process. Under instruction of Dorothea Nixon, [STATE JOB TITLE], the current process is to utilize the highest rate of pay for the staff member, either the normal shift pay or the starting base rate for the shift they were covering. To resolve this issue, and to ensure that the calculations are clearer and less reliant on judgement relating to rates, I have crafted two possible solutions. Details are set out in Appendix I, and are summarized as follows:
Payroll calculation using years worked:
The first method I propose would be to utilize a flat starting rate applicable to each shift, and to apply a modification to this based on a mathematical formula taking into account the years of service by the employee. This would be calculated as a starting rate, with a modifier of 2% per year worked multiplied by the starting rate as the additional compensation. This would result in a mathematical formula as follows: Rate for shift = Starting Rate + (Starting Rate x (2% x Years worked)) The only thing that would be required would therefore be a listing of rates per shift, and a record of years of service for each employee. See Appendix I for a worked example of this rate.
I have arrived at the 2% increase per year of service based on the increase in cost of living per annum, as well as being a fair reward for longevity of service, which is appropriate considering the strong level of dedication and standard of care by the staff.
Payroll calculation using weighted average pay rate:
My second proposal would create a single averaged rate to be used in calculations going forward, simplifying the current calculations from being spread over multiple lines to simply being one line. This rate calculation would then be used for all shifts going forward. We eliminate the starting rates entirely and evaluate new employees coming in with a single rate based upon their experience in the field. They will keep that rate for all shifts worked going forward. For a worked example, see Appendix I
Conclusion:
On an overall basis, both of the above proposals are likely to result in significantly fairer pay rates for staff and a clearer payroll guidance, which will reduce errors and be easier to use for calculations going forward. This will improve the overall payroll process for the company.
|
|
Reign in Blood
Administrator
King Dick
Joined: Sept 30, 2008 18:18:23 GMT -5
Location:
Posts: 4,257
Gender: Male
Last Online: Sept 24, 2018 18:56:28 GMT -5
|
Post by Reign in Blood on Jan 27, 2016 20:22:54 GMT -5
Observation #1, in paragraph 2, you immediately refer to the nameless employees as "her". SEXIST! If I am a board member, I am led to believe you would think it acceptable to pay a male staff member in beef jerky alone and only females would get the luxury of these payroll treatments described therein. Payroll motion denied on these grounds alone.
Observation #2, I agree with Ava that it didn't all quite click until the end of paragraph 3.
Observation #3, while I get where you're going with the good and bad employees coming through the door... As board member, OPINIONIST! There is nothing telling me this is fact, and further more, that you won't get some deadbeats in the future that should be paid more so to the president's side of things. Hmph! Really, I like kudoing up your employees, but that line about good and bad might strike something in someone.
Observation #4, paragraph (or line rather) 13. "Her" again, d!mnit it all to hell! I am not going to mention all the "she" and "her" other mentions throughout. Sexist payroll motion denied!
Observation #5, you concluded very strongly. Good examples of proof of a more streamlined method that CAN save a little coin. If you have any real Gordon Gecko types on that board, they will tear it apart THEM(no he or she, Dream)self or demand further examples, though.
However, with a lot of money men I've seen, you gotta give percentages in money earned/saved to get them to listen. If the president's side of things has that, you be f!cked.
Good job overall Dream.
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 27, 2016 20:35:49 GMT -5
The other concern I noted, on a separate issue side of things, is that the rate of pay you currently give people (the best one available for a shift) actually gives people undue money and could if people were dicks lead to a review of payroll and a backdated reduction in pay for people, if someone was a particularly mean-spirited cunt. Could be worth removing this and highlighting irregularities without that particular example.
|
|
Reign in Blood
Administrator
King Dick
Joined: Sept 30, 2008 18:18:23 GMT -5
Location:
Posts: 4,257
Gender: Male
Last Online: Sept 24, 2018 18:56:28 GMT -5
|
Post by Reign in Blood on Jan 27, 2016 20:40:20 GMT -5
Seb makes plenty of fair points, but here's the thing with this when it comes to unfair compensation versus a flat compensation for the "same" work in regards to Dream's job. Is it the same? Dream has said on the night shift in her line of work she can watch movies, scour the internet, listen to music etc. most of the time. Why? Because the majority of the time these people are asleep and don't need anything. Is it fair to compensate that the same as ones who work intense shifts, where they need to be taken care of all the time, fed breakfast, lunch and dinner? No. I get her point of those voluntarily taking over shifts to help out, but this is where things get muddled.
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 27, 2016 20:48:55 GMT -5
I wouldn't want to devise a payroll scheme for it. but if I did, I would go with either option 1 or a similar variant of option 1, personally.
Were I to do one from scratch, I'd just craft an excel file with each employees rates per job, and an electronic timesheet system denoting which job was done. Send both to a third party and let them calculate everything.
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:10:13 GMT -5
Tbh I didn't quite get what was going on until I hit the last sentence in the third paragraph. Any way to move that up to maybe the first paragraph? It really nails down your whole problem in a nutshell. Grabs the reader and makes your problem clear as day. The rest seemed clear. I liked the part about excellent employees. Always a good thing to remind them. That I can definitely do. I've already edited this thing three times today so it is already very different than how I have it posted here. reading through all of the suggestions now.
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:10:54 GMT -5
i think that you should go with it this way. it all looks good. it's fair and seems to make things easier to follow as far as how to go about the payroll. i am not the best with grammar mistakes, so i'm hoping that someone else will go through and look for that, but here's what i found. I gave her the rate for her regularly scheduled 11PM to 7AM <--- did you mean to say llPM to 7AM shift? to report payroll in the future as well as for our employees t <-- you might want a comma? "in the future, as well as..." Currently I often have to explain <--- "Currently, I often have to" separated out into different shifts and at different rates of pay, "shifts, and..." streamline this so that the next person <--- "streamline this, so that..." Ideally I would like to create <--- "Ideally, I would..." way of reporting payroll so there will be <--- "payroll, so there" or even "so that there" ? old rules and new rules conflicting that I honestly don’t know which i should follow <--- "conflicting, that..." I honestly don’t know which I should follow as I have been instructed in the old rules only <--- "should follow, as I have..." instructed in the old rules only and find that the new rules <--- "old rules only, and find..." for filling in for shifts while others get one rate of pay no matter where they fill in. <--- "for filling in for shifts, while others get the rate of pay, no matter where they fill in." I do believe we would be hard pressed <--- "believe that we..." For this reason I think that compensation in regards "For this reason, I think that compensation, in regards" for 12 years and have seen <-- "for 12 years, and have seen..." Please believe me when I say <--- "me, when.." a top notch group who absolutely cater <--- "group, who..." to the needs of our residents to the best of their abilities <--- i feel like "to the needs" and "to the best" in the same sentence is kind of jumbly to read? i don't know how to word it differently though. best of their abilities and are absolutely deserving of pay rates which reflect their dedication and loyalty to the Girdler House. "to the best of their abilities, and are absolutely deserving of pay rates, which reflect..." dedication and loyalty that I feel <--- "loyalty, that..." done towards this idea and give my proposals your full consideration. <--- "idea, and..." On the back of this page you will find <--- "page, you will..." for each person for each shift so there is never an issue <--- "for each person, for each shift worked, so that there is never an issue..." discrepancy for a rate they can refer <--- "discrepancy for a rate, they can refer..." fills in for a 5-7 because <--- "for a 5-7 shift, because..." She has been her <--- "been here" This is a fair rate because it compensates that employees dedication "This is a fair rate, because it compensates that employee's dedication..." worked here as well as an average cost of living increase <--- "worked here, as well as..." We go from five rates of pay for each employee, to one average of the shifts they are normally scheduled <--- "from five rates of pay for each employee, to one average rate for the shifts..." and use that average rate no matter what shift they fill in for going forward. <--- "average rate, no matter what shift they fill in for, going forward." new employees coming in with a single rate based upon their experience in the field.They will <--- "new employees coming in, with a single rate, based on their experience in the field. They will..." I will use an employee for this example but I will not name her as I am listing her rates of pay on this sheet. <--- "example, but" In this example we have <--- "example, we have..." On three of those days (for 16.5 hours) she performs <--- (for 16.5 hours), she performs..." On two days (for 16 hours) she performs <--- "(for 16 hours), she performs..." In addition to those shifts she works twice per week as supper helper "In addition to those shifts, she works twice per week, as supper helper..." The new method would result in a paycheck of: 499.32 for a difference of <--- it seems like this is meant to be all one paragraph together, not spaced like you have it there? for a difference of 6 cents in favor of the employee over 36.5 total hours worked for the Girdler House. <--- "difference of 6 cents, in favor of the employee, over 16.5 total hours worked..." Going forward this would be the preferred method as it will significantly cut down on human error when inputting information into the Paychex website. <--- "Going forward, this would be the preferred method, as it will significantly cut down on human error, when inputting information..." Currently the majority of errors have been the result of a person forgetting to sign in or the wrong pay rate used. <--- "Currently, the majority of errors have been the result of a person forgetting to sign in, or the wrong pay rate used." could save Girdler House money in regards to fees for corrections and couriers to send out corrected checks for employees. <--- "could save Girdler House money, in regards to fees..." proposal and I hope going forward we can work together <--- "proposal, and I hope going forward, that we can work together..." On sheet one you will find a full breakdown <--- "On sheet one, you will find..." On sheet two you will find their average pay rate <--- "On sheet two, you will find..." and the cost to Girdler house using both the current method as well as the new method. <--- "to Girdler house, using both the current method, as well as the new method." noted.
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:23:12 GMT -5
See next post for an Accountant's proposal version of yours. Not saying you need to use it or even read it, but might give you an idea of how it looks from an outsiders perspective. Regarding your queries: Is it clear and concise? I didn't find it concise enough. I like worked examples in a separate appendix and a few more shorter points. See my version for how I would tackle it. That being said I do believe it is a good proposal. Does it get my point across (The way we do things now is too subjective and confusing)? You can make it clearer, but yes, there is a clear problem with having no payroll guidance and I think you at least note the problems. Does it seem like a reasonable request? It is an essential part of any governing body that they have processes in place. You're doing them a favour, this is not the way a company can run, having no set guidance on payroll when covering shifts, and above all would simply not work in a sensible manner. Especially if people are working the same job for different pay, and you have to untangle it. Are my two options reasonable fixes for the issue? Option 1 works Option 2 does not. By which I mean, you either are going to short-change people (or reward unfairly) or you are simply performing the same convoluted calculation every time they cover multiple shifts, just not on their payslip. instead they get a nicer payslip assuming someone does the math correctly. Which I tried to do, and it took me a couple minutes to work out what you mean by the average stuff. Should I stick to the facts or keep the part about my coworkers being excellent in there? If you are making an oral presentation you can wax lyrical. in a document for submission I'd remove emotive items, but include some facts. See my version for how I mention dedication and service without describing specifics or adding superlatives. Again, my preference, but not needed for you perhaps. Did I misuse/leave out any words? I agree with Z's revisions on comma usage (nice catches Z) and overall I think you have it fairly correct. Option 2 is to get one rate for each employee based on their currently regularly scheduled rates. This method will short change two employees who are only scheduled to work the lowest tier. Which I've suggested increasing their pay by $2 an hour to reflect a fair average rate for this method. Hang on I'll post up the new rates I have for everyone. It's a one time calculation that basically replaces the five rates of pay with one rate of pay no matter what shift you work. Wkly Pay (old) Wkly Pay (new) Avg hourly rate/all shifts 692.80 692.80 17.32 562.32 562.32 23.43 84.88 84.88 10.61 402.54 402.6 0 18.30 283.36 283.36 12.88 304.54 304.70 13.85 499.26 499.32 13.68 490.88 490.88 15.34 20.40 20.40 10.20 60.00 60.00 10.00 254.76 254.76 21.23 3655.74 3656.02 0.28 <-- total weekly payrolls and difference between the two each week. The .28 is in favor of the employees. This method will result in an upfront cost to the Girdler House of $14.56 per year for currently scheduled shifts. However it will also potentially cut down on human error by eliminating the need to select different rates of pay for different shifts per employee. This will also ultimately save Girdler House money by having a set rate per employee rather than per shift worked, so lower wage employees will make the same whether they work a 5-7 or an 11-7 shift. It is because of this that I strongly recommend we raise the wages of our two lowest paid workers to $12 per hour($12.24 for AK as she has been employed here for one year already.). $12 per hour is an average of all of our current starting wages ($10, $11, $13 and $14 per hour) This wage increase will also keep us compliant with minimum wage laws through January 1, 2017, when we will have to raise our lowest wages to $11/hour. The employees sitting at 10 an hour are the ones I've suggested go up to 12.49, 12.24 and 12.00, respectfully to represent their years of employment and basically averaging out current starting rates for shifts. One is not a weekly scheduled employee anymore, she will only fill in for various shifts. The goal with that one is to change the way we pay people completely, basically you get paid the same and there are no more shift differentials. Weekly everyone still makes the same as what they currently do, just if they fill in for a shift they don't normally work they aren't going to get penalized for taking on a lower rate shift, which is the policy they are trying to put into place and I think it's crap.
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:27:15 GMT -5
Payroll Rate Proposal for 2016 To: The Board of Directors From: AO Subject: Payrate amendments Key Issue:
The current payroll system and calculation of individual staff payrates for work covering various shifts has created an unclear payroll process which has been prone to errors in calculation and results in revisions being required. These revisions are often at a cost to the business, as well as creating an inconvenience for staff. I have therefore analysed the current payroll process and identified several weaknesses which can be amended. The key issue is the lack of guidance over payroll information to be used for staff covering more than one type of shift, or who provide cover for another member of staff at certain times. The current system does not have any formal guidelines regarding this process. Under instruction of Dorothea Nixon, [STATE JOB TITLE], the current process is to utilize the highest rate of pay for the staff member, either the normal shift pay or the starting base rate for the shift they were covering. To resolve this issue, and to ensure that the calculations are clearer and less reliant on judgement relating to rates, I have crafted two possible solutions. Details are set out in Appendix I, and are summarized as follows: Payroll calculation using years worked:The first method I propose would be to utilize a flat starting rate applicable to each shift, and to apply a modification to this based on a mathematical formula taking into account the years of service by the employee. This would be calculated as a starting rate, with a modifier of 2% per year worked multiplied by the starting rate as the additional compensation. This would result in a mathematical formula as follows: Rate for shift = Starting Rate + (Starting Rate x (2% x Years worked)) The only thing that would be required would therefore be a listing of rates per shift, and a record of years of service for each employee. See Appendix I for a worked example of this rate. I have arrived at the 2% increase per year of service based on the increase in cost of living per annum, as well as being a fair reward for longevity of service, which is appropriate considering the strong level of dedication and standard of care by the staff. Payroll calculation using weighted average pay rate:My second proposal would create a single averaged rate to be used in calculations going forward, simplifying the current calculations from being spread over multiple lines to simply being one line. This rate calculation would then be used for all shifts going forward. We eliminate the starting rates entirely and evaluate new employees coming in with a single rate based upon their experience in the field. They will keep that rate for all shifts worked going forward. For a worked example, see Appendix I Conclusion: On an overall basis, both of the above proposals are likely to result in significantly fairer pay rates for staff and a clearer payroll guidance, which will reduce errors and be easier to use for calculations going forward. This will improve the overall payroll process for the company. copying this as a guideline! I knew you would be the one who really got it
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:33:29 GMT -5
Observation #1, in paragraph 2, you immediately refer to the nameless employees as "her". SEXIST! If I am a board member, I am led to believe you would think it acceptable to pay a male staff member in beef jerky alone and only females would get the luxury of these payroll treatments described therein. Payroll motion denied on these grounds alone. Observation #2, I agree with Ava that it didn't all quite click until the end of paragraph 3. Observation #3, while I get where you're going with the good and bad employees coming through the door... As board member, OPINIONIST! There is nothing telling me this is fact, and further more, that you won't get some deadbeats in the future that should be paid more so to the president's side of things. Hmph! Really, I like kudoing up your employees, but that line about good and bad might strike something in someone. Observation #4, paragraph (or line rather) 13. "Her" again, d!mnit it all to hell! I am not going to mention all the "she" and "her" other mentions throughout. Sexist payroll motion denied! Observation #5, you concluded very strongly. Good examples of proof of a more streamlined method that CAN save a little coin. If you have any real Gordon Gecko types on that board, they will tear it apart THEM(no he or she, Dream)self or demand further examples, though. However, with a lot of money men I've seen, you gotta give percentages in money earned/saved to get them to listen. If the president's side of things has that, you be f!cked. Good job overall Dream. All of my coworkers are female. I think we've only ever hired women? I've already cut that line about good/bad employees and cut down a lot on the kudos to my coworkers, still in there though All of our board members are women I am working on the percentages and actuals for numbers. I have method two done but I have to wait till I go back into work to get the years everyone has worked there for the first method. I also have to find out from my boss how much it costs us each time we have to make a correction on a payroll and how many times we've had to do so in the past because of a fudged up pay rate.
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 27, 2016 23:41:53 GMT -5
The other concern I noted, on a separate issue side of things, is that the rate of pay you currently give people (the best one available for a shift) actually gives people undue money and could if people were dicks lead to a review of payroll and a backdated reduction in pay for people, if someone was a particularly mean-spirited quidnunc. Could be worth removing this and highlighting irregularities without that particular example. She's already been looking into that and questioning it. I was doing what I was told to do by our previous bookkeeper and was never instructed otherwise from the board after I took over. If they fight over that I will fight right back because my coworkers should not be penalized because they can't be bothered to instruct me on things when they decided to make up new rules and then not tell me about them. So if she gets nasty with me at the meeting, I plan on getting nasty right back with the whole "If that's how you wanted me to do it, then why didn't you tell me that and instruct me on that? Maureen and Kathy both have my e-mail address and my phone number is listed in the kitchen, so me being on the late night shift is no excuse for refusing to be in contact with me in regards to new rules that I have never been informed of until this year and have never been instructed on. Until instructed otherwise I will continue doing it exactly as Dot told me to do it as, thus far, she is the only one who has given me any rules to follow in regards to payroll." Yeah I'm preparing rebuttals to the board president cause she's kind of been a beast to my boss and is known to outright yell at people when she disagrees. She's a former nun and is used to beating people into submission
|
|
Dream
Charter Member
Joined: Mar 21, 2012 17:59:16 GMT -5
Location:
Posts: 1,099
Gender: Female
Last Online: May 30, 2017 13:31:40 GMT -5
|
Post by Dream on Jan 28, 2016 2:39:39 GMT -5
Thank you all for your help, it was very beneficial! Now wish me luck that I don't pass out when I present this thing...
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 28, 2016 10:22:00 GMT -5
Best of luck. I think you're armed with very strong proposals. Should hopefully be able to pull it off. And yes, as an accountant who loves auditing payroll, I can see what you're getting at. Glad I could help.
|
|
Reign in Blood
Administrator
King Dick
Joined: Sept 30, 2008 18:18:23 GMT -5
Location:
Posts: 4,257
Gender: Male
Last Online: Sept 24, 2018 18:56:28 GMT -5
|
Post by Reign in Blood on Jan 28, 2016 11:44:02 GMT -5
Good luck, Dream!
|
|
Laz
Charter Member
Joined: Jan 1, 2016 7:14:32 GMT -5
Location:
Posts: 218
Gender: Male
Last Online: May 28, 2017 6:23:47 GMT -5
|
Post by Laz on Jan 28, 2016 21:36:21 GMT -5
Good luck Dream
|
|
Sebastian Taro Groth
Administrator
Emperor of Bollocks
Go big or go home, said the fat guy who couldn't fit through his front door.
Joined: Sept 30, 2008 15:55:28 GMT -5
Location:
Posts: 3,511
Gender:
Last Online: Aug 24, 2017 10:58:14 GMT -5
|
Post by Sebastian Taro Groth on Jan 31, 2016 17:53:39 GMT -5
Any word on the verdict?
|
|