Exempt employees work day
Granhel
29 Posts
I want to address only EXEMPT professional workers. With a group of this classification, can an employer have a defined core work week that totals 40 hours? Can the employer mandate that the employees actually work that full work week? And, that the employees be accountable for their time during that defined work week, such as have pagers turned on, note out of office meetings on their automated calendars, etc.? And, can or must the employer provide compensated time off for exempt employees who claim to work over the defined workweek (if yes, in general or just for special projects)? What if these employees consistently work much less than the 40 hour work week but claim to have worked over and expect to have compensatory time off, how can that be handled if it can't be demonstrated? I really need your help! Thanks so much!
Comments
We have had to counsel exempt individuals who consistently work less than 40 hours a week (disappear every Friday afternoon). They swear they work over 40 hours every single week, but when we tell them we can track them, they suddenly start working their expected workload. We also have had exempt people who walk in the door first thing in the morning, make sure their boss sees them and then
leave without being charged a day. This is another issue.
I don't really have any concrete answers to this question other than to counsel the employees who you feel are abusing the system and go through the disciplinary route, but taking care not to account for their time hour by hour.
Any other comments would be most welcome!
If they are able to do that and still be gone a lot, they do not have enough suffiently challenging work. When I've had problems with exempt employees being too loose with time, I took a closer look at their work product.
"Comp Time"is an overtime premium equivalent practice. At least it is if it is provided properly. The practice of using comp-time is only legal in certian public sector jobs, so allowing any private sector exempt employee to take comp time would serve to negate their exempt status. If you are challenged on the practice it would require the employer to look back 2+ years for figuring back overtime premium pay owed.
PS: Agreeing to a set number of hours per work week for an exempt employee is a pretty solid indicator that they are not doing exempt classification work.
Quote:
"Comp Time"is an overtime premium equivalent practice. At least it is if it is provided properly. The practice of using comp-time is only legal in certian public sector jobs, so allowing any private sector exempt employee to take comp time would serve to negate their exempt status. If you are challenged on the practice it would require the employer to look back 2+ years for figuring back overtime premium pay owed.