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Exempt Employee Timekeeping
Life in Workforce Management
Exempt Employee Timekeeping
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If an exempt employee works for 2 hours in one day, then leaves work for the day, should the time not worked (6 hours) be counted as leave time on the timesheet, or is it a part of the "exempt" packag
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Forums » Topic Forums » Life in Workforce Management » Exempt Employee Timekeeping
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Exempt Employee Timekeeping
posted at 5/27/2004 8:54 AM EDT
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Posts: 3
First: 5/27/2004 Last: 5/28/2004 |
If an exempt employee works for 2 hours in one day, then leaves work for the day, should the time not worked (6 hours) be counted as leave time on the timesheet, or is it a part of the "exempt" package. Is this even covered in the FLSA, if so where?
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Exempt Employee Timekeeping
posted at 1/25/2005 11:29 AM EST
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Posts: 3
First: 1/25/2005 Last: 1/25/2005 |
The laws on this vary by state. I know that Wisconsin law depends on whether or not they have leave time coming. You can deduct the hours from accumulated leave time, but you cannot reduce the pay. |
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Exempt Employee Timekeeping
posted at 7/12/2006 9:08 AM EDT
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Posts: 103
First: 3/26/2001 Last: 8/8/2006 |
Definitely look at your state wage and hour regs. Here in California an employer can require that an exempt employee use personal or vacation time if they leave work early...but if they don't have enough time, they must still receive the full day's pay. |
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Exempt Employee Timekeeping
posted at 8/24/2006 3:28 AM EDT
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Posts: 120
First: 8/23/2006 Last: 9/29/2006 |
While both respondents may be correct with regard to state law the federal law, which takes precedent over state law, is very clear. You can require the individual use accrued time off benefits to cover the absence for a partial day. if no accrued time off is available then you pay them regular wages. |
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Exempt Employee Timekeeping
posted at 8/28/2006 9:22 AM EDT
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Posts: 80
First: 4/18/2006 Last: 12/2/2008 |
That may be true in most states, but in when determining state vs. federal employment law in California, whichever determination is most favorable for the employee is the one to which employers must adhere. As a result, exempt employees in CA who work as little as one hour (last I researched, anyway) are paid for a full day. I don't recall, though, how this plays out in terms of disciplining exempt employees to tend to abuse the rather liberal statute. |
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Exempt Employee Timekeeping
posted at 8/28/2006 9:24 AM EDT
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Posts: 80
First: 4/18/2006 Last: 12/2/2008 |
Um, I missed kgoulde's post the first time around...however my employer doesn't require exempt employees to take PTO for anything less than a day's occurrence.
And now I'm off to do a little research... |
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Exempt Employee Timekeeping
posted at 8/28/2006 12:03 PM EDT
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Posts: 120
First: 8/23/2006 Last: 9/29/2006 |
AM you are correct but CA law does not preclude an employer forom requiring exempt employees to substitute their accrued time off benefits for partial day absences.
of course if no time off benefits are accrued or available full wages must still be paid for the day. |
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