Here we have a Contract Employee (Stacy Tebo) who gave herself a $3,000 raise when she should have known that the finances of the Town of White Springs were in dire liquidity.   She has never provided the Council with the state of the monthly finances what the cash flow is, what income is forthcoming versus what bills must be paid.  All that is brought to the council is the Payables and here Ms. Tebo feels they do not need to be shown to the Council and pays prior to bringing the payables up in a meeting.   SHE IS AN ABSOLUTE FAILURE AND SHE SHOULD HAVE NOT TAKEN A RAISE AND SHE SHOULD HAVE REDUCED THE SALARIES OF THOSE WORKING UNDER HER SUPERVISION SINCE WHITE SPRING IS GOING BROKE.  THIS IS SOMETHING WHICH IS A USUAL BUSINESS PRACTICE IN THE PRIVATE SECTOR…BUT NO TEBO WILL NOT DO THAT AS LONG AS SHE GETS A PAY CHECK AND IN MY OPINION, SHE DOESN’T DESERVE THE PAY SHE RECEIVES.

According to the Department of Labor, an employer is legally allowed to reduce the salary of non-exempt employees and exempt workers under labor law rules. An employer cannot reduce any employee’s salary to below the current minimum wage. Workers also cannot be required to work additional hours without fair compensation.

When it comes to exempt employees, pay can be reduced based on long-term business interests. Under current law, the predetermined contract of an exempt employee can be adjusted should the employer face financial difficulties. However, employers risk changing an exempt employee to non-exempt status should they erratically reduce pay on a short-term basis, according to the DOL.  TEBO HOWEVER IS A CONTRACT EMPLOYEE; THUS A CIVIL SUIT MUST BE BROUGHT FOR HER FAILURES AND CAUSING THE TOWN OF WHITE SPRINGS FINANCIAL PROBLEMS.   HOWEVER, TOMLINSON’S PAY AS WELL AS SOME OF THE OTHER LABOR SUCH AS RAY VAUGHN’S AND PRIOR, ANDREW GREENE’S PAY SHOULD HAVE BEEN REDUCED.

It is also legal for an employer to reduce the number of hours worked by employees as a way to reduce labor costs. Some employers reduce both salary and hours, which is okay as long as the employer continues to pay minimum wage, says the DOL. Employers must also pay overtime rates set by state and federal laws.  AND WE KNOW MS TEBO DOESN’T EVEN WORK THE NUMBER OF HOURS SHE SHOULD SO TECHNICALLY THE TOWN MANAGER’S JOB IS A PART TIME POSITION AS IT WAS FOR ROBERT TOWNSEND.  HOWEVER TEBO CAN’T PERFORM HER OWN JOB SO COULD NOT PERFORM SOMETHING OUTSIDE OF HER SO CALLED MPA WHICH SHE DOES NOT PRACTICE.

What can get an employer in trouble is reducing salaries for prejudicial reasons, as points out. Employers may not target certain workers for less pay because of their race, gender, age or other legally protected designations. Employees can check state and federal labor laws for more information on employee rights under current wage laws.

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