Exempt EE Use of Accrued Time Off Policy?

Always Learning in OR

We would like to begin tracking, and deducting from accrued sick and vacation time for, absences longer than 4 hours (realizing that we can't reduce pay for absences under 8 hours - a full work day).

Does anyone have a policy to share that includes this type of deduction?

POPEYE

No policy to share but would caution you to be extremely careful how you would word and administer such a policy. Not only would it be an accounting/recordkeeping nightmare, I can envision some real morale breaking situations. It has always been my contention, and one that we as a company adhere to, if someone is responsible enough and meets the criteria to be EXEMPT, then they should be responsible enough not to abuse time off. Now with that said, if you do have someone who is abusing this "perk", then you may have to address it on an individual basis. That's when you would need a written policy.

Always Learning in OR

Popeye,

Thanks for the response - and so quickly!

We don't have anyone abusing their exempt status, but because our accruals for both sick and vacation time are extremely generous, we would like to go ahead and begin deducting from accrued time to avoid any problems with that in the future.

From an accounting perspective, we are a small company and it is simply a matter of making an adjustment to accrued time for that pay period. Am I looking at this too simply?

alio

Shadowfax

Popeye makes some good points, but a lot of companys do this, and I hope you hear from some of them. If you already have such a policy, just arn't tracking it, I don't see too much to be concerned about since you have correctly stated the law, and you will have solved a problem before it presented itself. I don't have a policy to share, but I'm sure some other posters do. On the other hand, I have always been an advocate of tracking even exempt time in some fashion, and this is as good a reason as any.