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Exempt Employees-Comp Time
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Exempt Employees-Comp Time
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I inherited a policy that details circumstances (out of town travel, special events and projects, etc.) under which exempt employees can accumulate comp time. I've been asked to enforce it and have th
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Exempt Employees-Comp Time
posted at 7/7/1999 11:30 PM EDT
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Posts: 4
First: 7/7/1999 Last: 7/13/1999 |
I inherited a policy that details circumstances (out of town travel, special events and projects, etc.) under which exempt employees can accumulate comp time. I've been asked to enforce it and have the accountant working for me track and list accumulated "comp time" on pay vouchers. To me, it's a contradiction in terms to offer and track comp time for exempt employees. Staff are confused about what is expected of them and spend energy tracking their hours in excess of 40 and figuring out how to turn it in to time off (lest they end up putting in time without compensation that others may be getting compensated for). I'm wondering how others deal with extra-ordinary hours worked by exempt employees both from a policy and a practice perspective. |
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Exempt Employees-Comp Time
posted at 7/8/1999 3:03 AM EDT
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Posts: 31
First: 6/30/1999 Last: 10/7/1999 |
Exempt employees who are salaried are never paid overtime. Therefore, it does not make sense to track hours in excess of 40. My employer uses a flex-time policy called 10-80. An employee may work 80 hours in 2 weeks (10 days) time in any way they choose. If they wish to put in 10 hours per day, they are eligible for the extra hours off at the end of the pay period. Hours can be cumulative (an extra 2-3 hours here and there). Adjustments can be made to reflect the established number of hours your employees (exempt and non-exempt) normally work per day, per week, or within a pay period. If a formal flex-time policy can't be implemented, ask the staff to keep an informal calendar of their additional hours. For exempt employees, this time is not reported to payroll and it is not tracked by the company controller or accountant. When the extra hours add up to a day or two, etc., they take the equivalent comp time. Be certain that your exempt employees are not comparing their work hours to those of non-exempt employees, who are eligible to be paid for all overtime. |
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Exempt Employees-Comp Time
posted at 7/15/1999 7:15 AM EDT
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Posts: 60
First: 6/13/1999 Last: 5/22/2005 |
I believe that you will invalidate their exempt status if you continue tocount all their hours.
Also, part of the deal with being salaried and exempt is that you do what it takes to get the job done. So, if they work a 60 hour week management does not have a problem, allowing something like next friday off. If you get people counting all the hours they will feel like they "deserve" to work only 40/week and therefore they deserve time off or pay for "extra" time worked.-Not a good idea. Plus, I think you make yourself vulnerable to a DOL finding that they are non-exempt if you track all the hours absent a good reason like billable time. \\ Mike Smith Dir HR Apartment Search |
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