- Can a salaried employee be furloughed?
- When can you deduct wages from an exempt employee?
- Can you require exempt employees to work certain hours?
- Should I furlough or layoff?
- Can exempt employees take half days?
- Do exempt employees have to work 40 hours a week?
- Do salaried employees have to work 8 hours a day?
- Can exempt employees work while on vacation?
- What if an exempt employee runs out of PTO?
- Can an exempt employee be furloughed without pay?
- Can I leave early if I’m salaried?
- Do exempt employees have to use vacation time for partial days?
Can a salaried employee be furloughed?
Hourly or non-exempt salaried employees need not be paid, under the FLSA or Fair Labor Standards Act.
This means that an employer cannot furlough an exempt employee for one or two days.
But, if the company continues to operate as usual, the unpaid furlough would be legal..
When can you deduct wages from an exempt employee?
Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of …
Can you require exempt employees to work certain hours?
Exempt employees may need to have specific schedule The FLSA and its implementing regulations do not specifically prohibit employers from requiring exempt employees to work a particular schedule or to track the hours they work. … This practice could make the employer liable for past overtime.
Should I furlough or layoff?
A furlough reduces hours, days, or weeks employees may work and usually has a finite length. … In general, furloughed staffers are still technically employees: they retain their employment rights and generally their benefits. Laid off workers are no longer employees, and lose their benefits and protections.
Can exempt employees take half days?
Deductions for partial day absences generally violate the salary basis rule, except those occurring in the first or final week of an exempt employee’s employment or for unpaid leave under the Family and Medical Leave Act. … The exempt employee must receive a full day’s pay for the partial day worked.
Do exempt employees have to work 40 hours a week?
Most employers expect their exempt employees to work the number of hours necessary to get their jobs done. It doesn’t matter if that takes more or fewer than 40 hours per week. Even if your exempt employee works 70 hours in a week, you are still only required to pay them their standard base salary.
Do salaried employees have to work 8 hours a day?
The standard workweek assumes that full-time salaried and hourly employees work eight hours daily. … Under this practice, only nonexempt salaried employees qualify for overtime, the same as hourly employees do when they work more than 40 hours in a week.
Can exempt employees work while on vacation?
An exempt employee that is receiving full salary can voluntarily work–regardless of whether the person is on vacation or not.
What if an exempt employee runs out of PTO?
It’s easy to think that the lack of available PTO now means the employer should be able to reduce the employee’s pay, just as you would for an hourly employee who showed up late. … If the employee is not paid on a salary basis and loses the exempt status, the employer can even be liable for overtime pay from the past.
Can an exempt employee be furloughed without pay?
The FLSA permits exempt employees to take voluntary time off without pay. Employers may reduce the salary of an exempt employee who takes voluntary time off.
Can I leave early if I’m salaried?
As a general rule exempt employees are paid a salary and don’t have to be paid overtime no matter how many hours they work. … Exempt employees who are late or who need to leave work early – for doctor’s appointment, child care, whatever – cannot have their pay docked for missing a couple of hours of work.
Do exempt employees have to use vacation time for partial days?
Exempt employees are required to use their PTO hours when they are absent from work for partial or full days. … Further, even if absent for a full or partial day during a particular week, an employee is not required to use PTO for an absence in any week in which the employee works a total of more than 40 hours.