Helping You Navigate

Although there is a lockdown order in place for New York State, it will be “Business as usual” for Prestige. Payroll packages will be delivered as normal, unless you require an alternative method. Please direct requests or questions to your Payroll Specialist.

Generally, Furlough or temporary layoff is used with the understanding that the employee be recalled back to work if business conditions improve. Furlough status can be used to continue benefits or offer the employee COBRA while keeping the employee status active.

Terminations should be used when an employer is less certain that improved business conditions will allow the employee to be recalled. Benefits are typically terminated with a permanent lay off.

Please reach out to either your Payroll Specialist or Human Resource Business Partner to discuss your options in detail.

You can update your Federal or State taxes on the PrestigeGO mobile app or PrestigePRO employee portal. It is always recommended that you speak with your tax professional before changing your Federal or State tax withholdings.

A part-time employee is entitled to leave for his or her average number of work hours in a two-week period. Therefore, you calculate hours of leave based on the number of hours the employee is normally scheduled to work. If the normal hours scheduled are unknown, or if the part-time employee’s schedule varies, you may use a six-month average to calculate the average daily hours. Such a part-time employee may take paid sick leave for this number of hours per day for up to a two-week period and may take expanded family and medical leave for the same number of hours per day up to ten weeks after that.
If this calculation cannot be made because the employee has not been employed for at least six months, use the number of hours that you and your employee agreed that the employee would work upon hiring. And if there is no such agreement, you may calculate the appropriate number of hours of leave based on the average hours per day the employee was scheduled to work over the entire term of his or her employment.

Yes. The Emergency Family and Medical Leave Expansion Act requires you to pay an employee for hours the employee would have been normally scheduled to work even if that is more than 40 hours in a week.
However, the Emergency Paid Sick Leave Act requires that paid sick leave be paid only up to 80 hours over a two-week period. For example, an employee who is scheduled to work 50 hours a week may take 50 hours of paid sick leave in the first week and 30 hours of paid sick leave in the second week. In any event, the total number of hours paid under the Emergency Paid Sick Leave Act is capped at 80.

Paying employees is determined by their status under the Fair Labor Standards Act (FLSA) or under state law.
Generally, nonexempt employees are compensated for hours worked. With nonexempt employees, scheduled hours and hourly pay can be reduced unless “reporting time” pay is required under state or local regulations. While exempt employees must be compensated for any weeks in which some work is performed. Exempt employees are not required to be paid in which they perform no work.

A company may also have pay obligations covered under contractual agreements such as an employment contract or Collective Bargaining Agreement.