Exempt/Time off for continuing education

MaryJ

I work in a healthcare facility. I presently have an exempt employee who takes time off to pursue her degree in nursing. Should she be docked for hours not worked?

Rockie

Need more information on this. What position does the employee currently hold? Was there a pre-employment arrangement made with the company for her to continue her education. Did she sign an agreement to stay with the company after graduation?

I, too, am in healthcare and most of our exempt people work more than 40 hours, so if they need an hour here or there to take a course, there is no problem with this. If an employee consistently works what's considered less than a full work week, you may need to make an adjustment percentage wise in their salary. For example, if they work four days a week where they used to work five, you can reduce their salary by one-fifth. We have an exempt employee who wanted to take every Friday off. We worked out a deal with her where her salary was reduced appropriately in order for her to have this accomodation.

But...if you are talking about a hour here or there, I would not even go there.

MaryJ

Thanks for your input Rockie. The person I am talking about is the Director of our Home Health Department. Although an RN, she has gone back to school to get her BSN. She's gone several hours for several days a week. Because it is for the good of the hospital, I am inclined to let it go, however I have a DON who is a stickler for working at least 40 hours a week, which this person is not.

Mary J.

Hatchetman

How does getting a Bachelor of Science in Nursing help the company at this point since the BSN clearly isn't required for the current position?

And what do you do with the clerk who wants to go to busienss college to get a certificate for become a seretary (or at least help improve cliercal skills)?

Dock the pay for the hours missed.

Don D

Your Director of Nursing is trained in needles, meds and swabs, not Wage and Hour law. There are lots of managers who are 'sticklers for a 40 hour week' for exempts. They know little or nothing about FLSA, and are generally averse to learning or accepting the regulations. Exempts are paid the agreed upon salary for hours worked during a workweek, whether few or many.

A decision to allow the ee to attend these classes should not revolve around whether or not the course or degree was a requisite for the position, but whether and how it's completion might benefit the employer and employee, and ultimately patients. An agreement to allow an exempt attend courses for mutual benefit should not impact the agreed upon salary unless the time is unreasonable, and then I assume there would not be an agreement.

Hatchetman

My mistake. Even though I read the post's title and read in the text the the Director of Nursing is exempt, by the time I started typing, I forgot, and so responded as if she were non-exempt.#-o Hey, I'm over 40, er, 50...that's my right to forget things I have just read. 8-| x:D Ignore my post above. :oo