
By Michael Billok
You just started your own small business. Congratulations. Maybe it’s a delivery service, a retail store or a carwash. Regardless of what it is, you’ve learned the hard way how difficult it is to be an employer.
You’ve arranged for workers compensation insurance, unemployment insurance, payroll tax withholding, work authorization verification, and a host of other regulatory requirements. Well, get ready for one more: scheduling requirements for employees that, if not met, will significantly impact your payroll.
Currently, there is only one “call-in” pay requirement: non-exempt employees who are called in to work for something that isn’t quite their regular shift are currently entitled to call-in pay equal to: (1) the lesser of four hours of pay at the minimum wage or (2) pay for the number of hours in the regularly-scheduled shift at the minimum wage, whichever is greater.







