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LONG ISLAND, NY — A total of 43 LIRR employees earned more than $250,000 in 2020, according to payroll data released by the Empire Center for Public Policy. Of those, 19 workers topped...
Here are the LIRR employees who were paid over $200,000 last year: Joseph J. Biondo, Foreman-Track— $447,128 ; Joseph M. Ruzzo, Foreman-Track— $405,237 ; Raymond A. Murphy, B&B Foreman— $405,021
Caputo racked up $344,147 in overtime in addition to his $117,499 salary. LIRR President Philip Eng came in at No. 24 on the list. Find out what's happening in Lindenhurst with free, real-time ...
LIRR President Patrick A. Nowakowski was No. 4 on the 2106 list, with a pay rate of $136 per hour. All three employees ahead of him received a pay rate of $47 per hour, according to the data.
At the end of fiscal year 2018, the average annuity paid to career rail employees was $3,525 per month, the average annuity paid for all retired rail employees was $2,815 per month, and the average retirement benefit under Social Security was $1,415 per month.
Here are the LIRR employees who were paid over $200,000 last year: Kevin T. Webb, B&B Foreman, $297,535. Joseph M. Ruzzo, Foreman-Track, $297,340. Michael Gelormino, Sr. Vice...
In 2021, LIRR employee and track inspector Thomas Caputo and co-conspirators John Nugent and Joseph Balestra were federally convicted for large-scale overtime fraud. Caputo was paid approximately $461,000 in 2018, of which $344,000 was supposed overtime.
The Federal Salary Council (FSC) is an advisory body of the executive branch of the United States government. Established under the provisions of Title 5, section 5304(e) of the United States Code, the FSC provides recommendations on the locality pay program, created by the Federal Employees Pay Comparability Act of 1990 (FEPCA).
Check out the full list of LIRR employees who were paid more than $250,000 last year: Phillip Eng, LIRR President - $323,153; Robert Friscia, LIRR Foreman MW Mechanic - $319,046
The Equal Pay Act forbids American employers from paying men and women different wages for equal jobs that require equal skill, effort, and responsibility, performed under similar conditions. [1] However, employers can rebut Equal Pay Act challenges by showing that the contested pay differential is based on seniority, merit, quantity or quality ...