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  1. #1
    TechSpec is offline Junior Member
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    Employer changed payroll from weekly to bi-weekly

    What is the name of your state (only U.S. law)? Connecticut

    My wife was notified about 3-4 weeks prior by the main office of her employer that because of overlapping vacation times with payroll employees the company will provide paychecks bi-weekly instead of weekly. According to the employer's original statement this will end at the beginning of September and go back to weekly, although my wife recently heard that the company is going to continue with bi-weekly indefinitely. I think what the company may be doing is keeping the payroll funds in an interest bearing account for an extra week. I'm not certain on this but I think I heard something about a new employee tax for employers, this is what originally prompted me to think that they were trying to offset a tax hike. This would just be one of numerous, numerous sleazy moves towards their employees. Perhaps I should start listing everything else on here too.
    Is what the company doing legal? Should I notify the Dept. of Labor?
  2. #2
    Antigone* is offline Senior Member
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    What makes you think keeping "payroll" funds in an interest-bearing account is illegal? And have you seen what banks are paying these days???
  3. #3
    TheGeekess is offline Senior Member
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    And it's perfectly legal for a company to change paydays. Makes it easier on the bookkeepers/accountants/payroll clerks to take care of it every two weeks rather than once a week.
  4. #4
    cyjeff is offline Senior Member
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    In fact, almost no one pays weekly anymore.

    I agree with the above as well... you are angry because the company is making a little (a very little) extra money without it costing employees a dime?

    Why is that bad?
  5. #5
    Antigone* is offline Senior Member
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    Quote Originally Posted by cyjeff View Post
    In fact, almost no one pays weekly anymore.

    I agree with the above as well... you are angry because the company is making a little (a very little) extra money without it costing employees a dime?

    Why is that bad?
    Actually, most companies keep their working capital in analyzed accounts that pay no interest but earns an allowance to help pay for bank services.

    At the end of the day, it is not the OP's (or his wife's) business how the company uses their cash. All she need to worry about is getting paid on time.
  6. #6
    LdiJ is offline Senior Member
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    Quote Originally Posted by TechSpec View Post
    What is the name of your state (only U.S. law)? Connecticut

    My wife was notified about 3-4 weeks prior by the main office of her employer that because of overlapping vacation times with payroll employees the company will provide paychecks bi-weekly instead of weekly. According to the employer's original statement this will end at the beginning of September and go back to weekly, although my wife recently heard that the company is going to continue with bi-weekly indefinitely. I think what the company may be doing is keeping the payroll funds in an interest bearing account for an extra week. I'm not certain on this but I think I heard something about a new employee tax for employers, this is what originally prompted me to think that they were trying to offset a tax hike. This would just be one of numerous, numerous sleazy moves towards their employees. Perhaps I should start listing everything else on here too.
    Is what the company doing legal? Should I notify the Dept. of Labor?
    Like everyone else said, an employer has the right to change to biweekly pay periods. Unless you are talking about some kind of new state payroll tax, there are no new payroll/employee taxes for employers, at this time.
  7. #7
    swalsh411 is offline Senior Member
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    I wonder if the OP has a clue of the administrative cost of weekly payroll. Weekly payroll is wasteful by any reasonable standard.
  8. #8
    eerelations is offline Senior Member
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    Huh? A biweekly payroll is sleazy??? Where has OP been hiding all his life?
  9. #9
    TechSpec is offline Junior Member
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    Thanks for all the input, it's very much appreciated. I'll make it a point to spread the word on this helpful forum.
  10. #10
    eerelations is offline Senior Member
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    Well, at least you now know not to make a fool of yourself by saying a biweekly payroll is a "sleazy" practice.
  11. #11
    TechSpec is offline Junior Member
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    I'm a builder, I have many employees of my own and I can tell you that I would never change payroll like that at the last minute just before summer vacations start. Some people live week to week and rely on a check every Friday. This didn't affect me directly, but it still upset me when I heard that a single mother employed with my wife couldn't take her son to 6 Flags when they went camping because she wasn't going to get paid for another week. Although I don't expect any of the house lawyers on this board to care about someone like that and their problems. So don't sweat it. Thanks again for the help.
    Last edited by m martin; 08-03-2011 at 03:29 PM.
  12. #12
    davew128 is offline Senior Member
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    Don't mention it. Next time you ask a legal question and get a correct answer you don't like, zip it. Changing the facts (it went from 3-4 weeks notice to none) to garner sympathy makes you look like a donkey.
  13. #13
    swalsh411 is offline Senior Member
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    You received the correct answer to your legal question. The six flags sob story is irrelevant.
  14. #14
    OHRoadwarrior is offline Senior Member
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    If the mom is living that close to broke, she can't afford six flags anyway. I make a nice living and cringe at the cost of six flags.
  15. #15
    cbg
    cbg is offline Senior Member
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    I would venture to say that a very high percentage of employees nationwide get paid on a bi-weekly basis. I do, and have for most of my working life. There's nothing "sleazy" about it.
    Two things I am tired of typing: 1.) A wrongful termination does not mean that you were fired for something you didn't do; it means that you were fired for a reason prohibited by law. 2.) The above answer, whatever it is, assumes that no legally binding contract or CBA expressly says otherwise. If it does, the terms of the contract apply.

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