Partial Day Leave & Exempt Employees
Paul
43 Posts
In your newsletter this week (9/18/03) you had the following paragraph.
"If an exempt employee misses only part of a day because of bad
weather, you may not deduct from her salary for the time
missed. But if your company provides paid personal days, you
may deduct from those personal days for the time missed - even
if she is absent for only part of a day. Once personal leave
days are exhausted, you may not deduct from the exempt
employee's salary for a partial-day absence."
I have the following questions/concerns:
· Is this position arising from the advisory letter of Daniel F. Sweeney dated February 27, 1998?
· If so, have there been any additional advisory letters that have been issued that are more current (and/or support this position)?
· Where can I get a copy of the letter requesting the opinion?
· Where can I get a complete copy of the advisory letter?
We do not track hours at work for our exempt employees, and consider that if they are here for 10 minutes in the a.m., they are here for the full day. To implement the above policy, won’t we have to have our exempt employees keep track of their time at work (in direct contradiction to the FLSA)?
"If an exempt employee misses only part of a day because of bad
weather, you may not deduct from her salary for the time
missed. But if your company provides paid personal days, you
may deduct from those personal days for the time missed - even
if she is absent for only part of a day. Once personal leave
days are exhausted, you may not deduct from the exempt
employee's salary for a partial-day absence."
I have the following questions/concerns:
· Is this position arising from the advisory letter of Daniel F. Sweeney dated February 27, 1998?
· If so, have there been any additional advisory letters that have been issued that are more current (and/or support this position)?
· Where can I get a copy of the letter requesting the opinion?
· Where can I get a complete copy of the advisory letter?
We do not track hours at work for our exempt employees, and consider that if they are here for 10 minutes in the a.m., they are here for the full day. To implement the above policy, won’t we have to have our exempt employees keep track of their time at work (in direct contradiction to the FLSA)?
