The total of the amounts to be paid by reason of said bonus should not exceed 15% of the net annual profit of the employer for the period from October 1 of the preceding year to September 30 of the current year. 29, §§171 , establishes the requirements for the payment of wages to non-exempt employees.
Should the total exceed that percentage, the employer may submit a request for an exemption to the Secretary of Labor and Human Resources. 201 (FLSA) currently establishes a minimum wage for non-exempt employees of .25 per hour. The payment of wages may be executed on a weekly basis, on a biweekly basis or every 15 days.
The employer must also procure an account statement certificate from ASUME and withhold from the employee's liquidation any outstanding amounts for child support or repayment plan in excess of a month. The RENE contains current information about new employees who are employed or re-employed in a public or private establishment.
STATE REGISTER OF NEW EMPLOYEESIn 1996, the Personal Responsibility and Work Opportunity Reconciliation Act of 1996 (PRWORA) was enacted to require the states that receive federal funds to administer their child support programs to adopt and amend their local statutes to conform the same to the Uniform Interstate Family Support Act. Its purpose is to assist ASUME in locating people who have abandoned their children or who do not comply with their child support duties.
13 of the Minimum Wage Board of Puerto Rico, are excluded from coverage. Subsequently, employers shall remit to ASUME the amount withheld for each pay period within seven business days from the date the payment is made to the employee.
The amount to be withheld from the employee's salary or wages for the payment of the current child support payment of each month, for the payment in arrears, if any, and to defray the cost of the withholding order by the employer shall not exceed the limits established by section 303(b) of the Consumer Credit Protection Act, 15 USCA §1673(b), which vary from 50% to 65% depending on the particular facts of each case.
The exclusion will be in effect for at least two years. The time of this second meal period may also be reduced. 29, §501 , also known as the Christmas Bonus Act, provides that every employer will be required to pay an annual bonus to each employee who worked 700 hours or more during the period of 12 months between October 1 of the preceding year and September 30 of the current year.
Furthermore, if the employee works only two hours or less of daily overtime, the second meal period may be waived by the employee if it is for the mutual benefit of the employee and the employer and it is so stipulated in writing. Those employers that employ more than 15 employees will have to pay to the qualifying employees a bonus equivalent to 6% of the salary of each employee, up to a maximum of ,000 (i.e., up to 0 of bonus per employee).
CLOSING LAWThe Regulation of Operations of Commercial Establishments Act, as amended, commonly known as the Closing Law, regulates the opening of certain commercial establishments dedicated to retail sales. Those employers that employ up to 15 employees will pay, instead, a bonus equivalent to 3% of the salary of each employee, also up to a maximum of ,000 (i.e., up to 0 of bonus per employee).
The law mentions many commercial establishments that are excluded from its coverage. The bonus must be paid to each employee between December 1 and December 15 of each year, subject to a penalty should it be paid late.
If an employee selects the electronic transfer or direct deposit method, the employer is required to provide the employee with information regarding electronic fraud and the degree of responsibility of the employee, the employer and the bank in such cases. Failure to comply with this statute could lead to significant liability for the employer, such as the employee claiming reimbursement of the amounts illegally deducted. Except for garnishments to collect taxes, child support payments and payments due to bankruptcy trustees under Puerto Rico and federal law, only 25% of any unpaid earned income may be garnished pursuant to a court order. A court or ASUME may require employers to withhold or deduct from an employee's income the amount indicated in the child support garnishment order to satisfy the payment of support and of any debt for due and unpaid support.