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Stop buying into being told that raising the minimum wage is bad.
It's not. If your fathers profit margin disappears from the minimum wage being raised by 75 cents, it sounds like wage increases are the least of his problems.
I don't know whether it is because the source you provided is almost two decades old or because of something else, but surveys done by the National Education Association and the Bill and Melinda Gates Foundation found that teachers work an average of 50+ hours a week, where 10+ of those hours were unpaid overtime. Whereas the survey you linked found the average work hours per week to be just shy of 40 hours.
Again, i don't know if your data is just outdated, but it is not consistent with current up-to-date data.
Write-up of those surveys (since NEA's site is down currently): https://www.tsheets.com/blog/news/teacher-appreciation-day
The biggest piece you're missing is that a $15/hr employee actually costs an employer significantly more.
Here's a quick read I think you'd enjoy: https://www.tsheets.com/resources/determine-the-true-cost-of-an-employee
Thank you for this info! Great detail.
I'd quibble a little, I suppose, on your percentage estimates in the paragraph starting "To make the counting easier..." This claims all of Idaho is about 26% Mormon with the Boise metro (a metro population of about 700k) being about 15% Mormon. https://www.tsheets.com/living-in-boise/population-demographics
Anecdotally:
- I grew up in Idaho Falls. I respectfully doubt it is anywhere near 80% Mormon. I remember back in the 80s (when the I.F. population was about 42k) that my Mom and I counted the wards in the city and estimated the Idaho Falls mormon population by average ward size to be about 50% mormon. At least half my friends through high school were NOT mormon and that's the way the school felt as well...about half and half. Idaho Falls' population is now about 56k. If you say that an active ward averages about 200 members (generous), for Idaho Falls to be 80% Mormon, there would have to be 224 wards in the city. Even if you count people who don't go and increase the ward size to 400, you'd still need 112 wards. Are there that many???
- I now live in Boise. I'd assert that the 15% estimate is probably high. The bulk of the city is probably much less mormon than that. Suburbs in west Boise, Meridian, Eagle, Star, and Middleton probably more mormon than 15%. Further out suburbs like Nampa and Caldwell are probably less than 15% too. Regardless, IMO, the "mormon feel" in this part of Idaho is night-and-day different than Eastern Idaho. Eastern Idaho feels more like Utah to me.
It seems disingenuous to count paid parental leave in this analysis.
Average in the US is: 11 PTO days 6 sick days 6 holidays 4 personal days
Total: ~27 day’s of personal time. Source: https://www.tsheets.com/resources/pto-survey
I’d also caveat that the workforce for the federal government employs a much more highly educated workforce than the private sector in general. Source: https://www.govexec.com/pay-benefits/2014/03/highly-educated-federal-workforce-two-charts/80236/
I think it’s fair to say that The PTO here doesn’t seem oof base and is commensurate with the skilled workforce the federal government employs.
> I clocked out at 3:49pm one day and it rounded me to 3:50 so it seems to always be in favor of the company.
Is that a typo? Sounds like it added 1 minute to your workday, so would be in your favor.
Check out this article on time sheet rounding:
> According to the Department of Labor (DOL), timesheet rounding is legal, as long as it’s done correctly. When it comes to rounding, there are three rules employers must follow to ensure compliance.
> * Timesheet rounding can’t favor employers. The policy must either be completely neutral or favor employees. In other words, employers can’t always round employee time down. > * Fifteen minutes is the maximum rounding increment. > * Employers must obey the seven-minute rule. If an employee clocks in at or before the seven-minute mark within a 15-minute window (e.g., 8:07), their time rounds down (to 8:00, in this case). If the employee clocks in after the seven-minute mark, their time rounds up (to 8:15, in this case).
> With these rules in mind, there are three ways to round employee timesheets legally.
- Round up or down indiscriminately, to the nearest increment. If an employee clocks in at 8:58 and out at 4:56, their timesheet should read 9:00 in and 5:00 out.
- Round all clock-in times to favor the employee and all clock-out times to favor the employer. In the above example, the employee’s timesheet would have an 8:55 clock-in time and a 4:55 clock-out time.
- Round all clock-in and clock-out times to favor the employee. In this case, the employee’s time card would show an 8:55 clock-in and a 5:00 clock-out.
If you believe this is not being followed, consider contacting the tennessee labor and workforce deployment.
Great little tool allows for phone and browser access. Has a small pop up to switch tasks simple and easy. Beck end reports are easy to generate and automate. Also, not really too expensive.
I couldn't ever find one that was time and task-related, but I use Asana right now which checks off multiple users, calendar, seeing tasks. For the time sheet stuff I honestly think you could wiggle something in with having tasks that someone checks in/out so there's a time stamp, I guess? I don't know I've ever seen one with the integration of time stamping but also with a usable task system. You may be able to use Asana (free) in conjunction with Tsheets which I like pretty well and may meet your qualifications depending on how many users you have?
Source 1: https://edlabor.house.gov/imo/media/doc/FactSheet-RaisingTheMinimumWageIsGoodForWorkers,Businesses,andTheEconomy-FINAL.pdf Source 2: https://www.businessnewsdaily.com/8984-increased-minimum-wage.html Sources 3: https://www.tsheets.com/minimum-wage
The data showing that paying your workers a living wage not only helps them, but also you and the rest of the economy has been there for a long fucking time buddy.
>According to a 2018 survey by TSheets by QuickBooks, 55 percent of business owners say they always round employee timesheets up or down.
https://www.tsheets.com/resources/timesheet-rounding
> I never said they don't round time sheets, I just said not to 15 minutes, but instead .01 of an hour
That's not what you said. Go back and read your comment.
>Also even if you went to .000001 of an hour there would still be rounding involved in the time and your pay. No one pays you in fractions of pennies
Yeah no shit, but that's obviously not what we're talking about. At this point you're just being pedantic.
I think QuickBooks owns this company now. But it definitely integrates seamlessly with QuickBooks.
EDIT: Intuit (QuickBooks) definitely bought tsheets a few years ago. So this would be the best option if you want a good and seamless integration.
Something else to consider about California overtime is that a workday is defined as a 24-hour period which can start at any time of day but must ALWAYS be considered to start at that time of day. This is an relevant concept for anyone who may close one night and open the next morning.
I'm not 100% sure on the math or the nitty-gritty, but I was first made aware of this by an employer who confirmed that my pay was correct (I thought they'd given me too much and I didn't want to find out later on that there would be complications or something -- I'm sometimes nervous like that, it doesn't matter). But because I was closing one night (2pm - 10pm) and opening the next (6am - 2pm) the 24-hour period from 2pm-2pm actually contained 16 hours and because of CA's daily overtime I was being paid time-and-a-half for the first four hours of that opening shift and then double time for hours 12-16.
I'm not sure I'm making this as clear as I could be. And I'm also not sure how this works in terms of calculating overall overtime. This is a reasonably straightforward condensation of things, maybe it helps more that I did: https://www.tsheets.com/resources/overtime-laws-california
This survey of US employees showed:
84% get at least one day of PTO
69% get at least six days of PTO
47% get at least 11 days of PTO
27% get at least 16 days of PTO
And they aren't counting scheduled holidays in that survey - this is personally schedule-able days. If you're working a full time job, PTO is pretty common.
Anecdotally, I looked up my PTO benefits a couple weeks ago and I get the following after less than ten years on the job (i.e. I'm not even 30) in a fucking flyover state for a boring corporate employer.
20 vacation days
7 sick days (carries over up to 50 days)
2 floating holidays
10 scheduled holidays
The "basics" of accounting are the same in any industry, so I'd make sure you understand things like Accounts Payable, General Ledger, financial reporting, etc. The things that are going to be unique to construction are going to be job costing, billing, and payroll.
Job costing will vary a lot depending on company, but the basic idea is about trying to track really detailed costs in order to understand how and why a job is/not profitable. This is a good place to start.
In AR, you may bill by time-and-material or unit price billing, or you be faced with the dreaded AIA billing. There's a great article here about AIA billing if that's something you'll be doing.
Payroll can also tricky. Most of the basics are the same, but you may get into some special requirements with union or prevailing wage requirements. Learn more here about prevailing wage (aka the Davis Bacon act).
I'm not sure exactly what you're looking for but tsheets does have integration with third party apps which might help.
https://www.tsheets.com/app-marketplace
A developer can also extend it's capabilities manually through the API, though there are limits to what they can do.
>Do you have a source for this?
>I'm sure a lot of people have that experience, perhaps even the majority, but why are you so confident your experience is shared by everyone.
Because even if you are in that minority who hasn't personally experienced it, just by proximity you would know that it's very much a thing unless you had zero awareness of your surroundings.
It's best elaborated here, read for yourself. Although I think the Wikipedia page covers it plenty if you just want a base level understanding.
Personally I've definitely been taken advantage of by wage theft. One retail job I had made us gather all our equipment for work (scanner, headset, ID badge, anything else we might have needed) and then clock in, and then at the end of the shift clock out before putting that stuff away and then wait to get our bags checked. That's about 5-10 minutes at the start and end of every shift that was time required to be there that was unpaid, which is wage theft. A different job had the clock in software round down the nearest 15 minutes for clock out times, so if you clocked out at 4:59 you'd get paid until 4:45 or if you stayed late helping a customer until 5:14 you'd still only get paid until 5:00.
Specifically on time theft, this source seems to claim that time theft totals $11 billion dollars a year, but wage theft totals $22 billion dollars a year, so wage theft is twice as bad on average even if at your workplace you might witness more time theft. Once you identify wage theft though I would encourage you to try and notice what sorts of things go on in your workplace. For example, if you're salaried but need more than 40 hours a week to complete the work assigned to you, are you paid overtime for those hours? Do you take breaks and lunch as allotted to you by state or company policy? If not then you're probably a victim of wage theft as well.
https://wol.iza.org/articles/employment-effects-of-minimum-wages/long
There's plenty of studies that back up my claim that a sharp increase in minimum wage would lead to a spike in unemployment and business closures, this has been studied intensively since the 2016 US election when the $15/hr minimum wage was said by Politicians.
https://www.tsheets.com/minimum-wage
Higher minimum wage, especially such a sharp increase would force businesses to pay said minimum wages, lots of small companies are barely making a profit or breaking even, increasing the wage will greatly increase conpany expenditure and thus a loss, requiring lots of companies in that position to lay off staff or reduce hours across the company in order to break even or even turn a slight profit.
You're only actual defence in this discussion is "well those jobs shouldn't exist" if companies couldn't afford the staff.
The choice to automate is a commercial one, but theyre choices made by companies for increase productivity == increased profits, at the loss of jobs for people.
If minimum wage is £14.60, like you said, why should I go and hire a uni graduate or an apprentice when I can pay a experienced individual for the role instead.
Minimum wages allow for companies to actually put a risk into employees who don't have a great CV.
I wouldnt hire a 16 year old apprentice on £14.60 when its a better idea business wise to hire someone whos more experienced, and less likely to require additional training.
Should count as working off clock, here is a link with some info on it
https://www.tsheets.com/flsa/7-deadly-sins/working-off-the-clock
https://www.tsheets.com/resources/determine-the-true-cost-of-an-employee
input an initial hourly wage you would like to pay your first employee in the website above and then start inputting numbers below and above that to see what you can afford. Figure out your true hourly wage you're going to pay by inputting all other associated costs and then it will show you how much you're expected to pay each month by hiring an employee.
Hope this helps!
I’d recommend TSheets for time tracking. Intuit (the parent company of QuickBooks Online) acquires them in 2017 - they were an amazing time tracking solution for any business with employees back then and have just gotten better as they’ve been more deeply integrated into the QBO platform and Intuit’s payroll solutions. I believe they still offer a 14 day free trial (https://www.tsheets.com/)
For expenses I’d recommend Expensify - I’ve used several expense tracking tools and I have consistently found theirs the easiest to use and most helpful from an automation standpoint.
For other options and for apps that could help in the other areas you mentioned (not overly familiar w POS and inventory tracking apps for e-commerce companies) definitely search apps.com. Read the ratings and see which tool looks like it could best help your biz. Most of them offer free trials and/or discounts for QBO users.
Good luck!
Here's some reading for you:
Two of them are PDFs from Congress with multiple sources linked in them.
https://www.epi.org/publication/minimum-wage-testimony-feb-2019/
Here's some reading for you:
Two of them are PDFs from Congress with multiple sources linked in them.
https://www.epi.org/publication/minimum-wage-testimony-feb-2019/
Here's some reading for you:
Two of them are PDFs from Congress with multiple sources linked in them.
https://www.epi.org/publication/minimum-wage-testimony-feb-2019/
I think there is room for debate as to the effect of minimum wage increase on small business.
https://www.tsheets.com/minimum-wage
I'm sure some business will be effected differently than others, but I doubt it is a blanket negative. Some large companies may elect to out source portions of their work creating additional markets for instance.
As far as automation. (IMO) Small businesses aren't likely to start automating since it is an expensive endeavor. Large businesses are going to automate regardless, just maybe a little sooner.
Just things to think about.
Not wrong.
https://www.tsheets.com/minimum-wag
Not only that but the only dissenting opinions I can find are conservative think tanks funded by large businesses.. why do you suppose that is?
OP, /u/mycatisamonsterbaby is right to suggest checking your state's laws. A good FAQ at the federal level is: https://www.tsheets.com/comp-time-explained
Individual states may tighten these restrictions (including by banning comp time) but not loosen them.
https://www.tsheets.com/minimum-wage
Bottom line though, minimum wage raises is designed to give people a LIVABLE wage. Even if it'll hurt businesses, they shouldn't be hiring people they can't afford to pay a livable wage to.
The main benefits from the small business side for raising minimum wage include consumers more likely to spend their new money at their business and happier- well paid employees which can result in higher productivity rates and employee retention
You're saying you're a restaurant owner? Or are you saying you are the bookkeeper for the restaurant who does the accounting and has the actual numbers that show the restaurant will have to close down or fire people in order to pay a minimum wage?
Line cooks in Detroit are already getting a starting wage of $13 on average. That's going to cut into profits for them, but it will still be a profitable business. And the money they save from emplyee retention and not having to spend on retraining will be worth it.
We are a managed service provider that provides outsourced IT support to various clients.
We use Tsheets. Have been using it about 6 years. Works very well and integrates with quickbooks as well. There are a few other plugins, but we've never used any of them.
It has very granular control and a mobile app where employees can enter notes. The employee can clock in and update the notes through the web interface or the mobile app.
We use it in exactly the manner in which you would like to use it. I think it costs $5 USD per user per month.
This is data from https://www.bestplaces.net/religion/city and https://www.tsheets.com/living-in-boise/population-demographics
Pocatello 75% Mormon Idaho Falls 60% Preston 90% Rexburg 92% (where Rick's College, now BYU Idaho is) Bonneville County as a whole: 57%
Boise is 15%, Nampa 16%, and Idaho as a whole is 25%.
100% illegal under federal law. Many places that do this kind of thing are constrained by State law to provide mandatory breaks, so they ask you to clock a break so when the Staties show up, their labor documentation appears to be in order. But by having you document a break without actually giving you one, they are then violating federal labor law. The Feds don't check unless someone reports it, so employers get away with the violation.
You could sue them and probably win. You can definitely report them to the Dept of Labor. Stand up for your rights as employees. They can't fire you for following the law.
"Working through lunch is one of the most common types of off-the-clock work violations. And the consequences for not paying your employees for that time worked can be incredibly costly — and in more ways than one. Not only do you run the risk of getting hit with an wage and hour lawsuit..."
https://www.tsheets.com/flsa/7-deadly-sins/labor-laws-breaks
A quick look at the app, and I believe location data can be turned off for you individually or for all employees. Is the location data important to the employer? If not, they may very well be able to just turn off the location part if you bring it up. In this case he/she can just turn off that GPS data is required, and you can take away Tsheets access to location data. Breadcrumbs I'm not entirely sure about.
In OMSA, I think it is similar to what others have described. Intro courses have an initial higher time requirement as people "crash course". And this is just me, but I did not really keep track of how much time I was spending, but it seemed like a lot, so mine was just S.W.A.G. I am still in the intro courses of OMSA, but I want to do more than just guess. I did some searching and found https://www.tsheets.com for time tracking. The single user version is free - it is web based as well as an app. I plan to do much better keeping track of time spent on the courses. Any comments on this software or others are welcome.
TSheets works great for those in the landscaping industry! Mobile time tracking, GPS, scheduling, you can assign job codes and notes to employees, and you can manage and clock in entire crews! Check it out --> https://www.tsheets.com/time-tracking-for/landscaping
The wording on that is ambiguous to my non-lawyer brain so I did another search and this came up as the first result:
https://www.tsheets.com/resources/overtime-laws-california
>Employees who qualify for California overtime are paid at 1.5 times their normal rate when they work more than eight hours in a workday and work more than 40 hours in a workweek.
Note the "and" between the work day time and the work week time.
I've done 12 hour shifts in a factory. They're really not that bad when you're getting the days off.
If you don’t mind paying for it, T-Sheets (https://www.tsheets.com) is a great app that has a web UI and a mobile app. We use it at work and it lets you quickly and easily switch between projects. I’m not sure if you can enter different hourly rates though as I don’t really know how the pay part of it goes.
Lots of great mobile timesheet options but I have to give a plug for TSheets! :) TSheets offers scheduling, allows employees to clock into different job codes, allows for notes and photo attachments, and offers GPS so you know where your crew is at all times. If price is an issue, there's a handy calculator on the website that shows how much you can save on payroll (if you're interested!): https://www.tsheets.com/online-time-clock-software-pricing