We are a live event sound company. Our state requires that we put our workers on payroll (despite the industry standard of being freelance). So our techs are legally employees but act like and are pretty much freelance workers. The nature of the business is that we don’t get to just schedule people to work we have to ask if they are available. We don’t have enough work to make everyone full time and even if we did, they wouldn’t want to because they want to take other gigs and tour offers. So anyway, they are supposed to submit hours bi weekly for payroll. I have some of these employees that wait months to submit hours l, like today I received an email with hours totaling $3,000. They did the work so obviously I have to pay them but I have no way to enforce bi weekly hours submissions. There aren’t any consequences for the. The obvious thing to do is not give these people the work but that isn’t an option because labor is short in the area. Anyone else have these issues?
You must log in or register to comment.
All of these things can be put in an employee handbook or contractor agreement, get a lawyer to help you craft this stuff, preferably someone with some knowledge and experience in your field. You can require timely hour submissions and enforce violations with consequences.
Have them download a timekeeping app, or use square. Punching in/out is tracked, and payroll runs automatically.
Do you have to pay them hourly?
Do you have someone like an AA who can follow up on time cards for employees scheduled for events? Can you do the follow up. (Call or email or text) seems you just need to place someone in a position to check and follow up on time cards every 1 to 2 weeks. Traditional styled businesses would have a supervisor part of who’s job would be to check timecard accuracy prior to submitting payroll.