Exempt Compensation
steveg
11 Posts
Thanks to those who responded to my previous question. I appreciate this forum and the professionalism that exists here.
We have a bona fide plan which includes one personal day, two sick days and then vacation days. IF, a salaried exempt EE wants to take time off without pay (chosing not to use PTO)where do we stand with regard to the FLSA on that one?
Under examination or DOL audit it would seem to be difficult to determine without a specific written request whether the EE was "docked" pay or "requested" non-compensated time off. I'm of the opinion "non-compensated time off" is a bad idea. What are your thoughts HR professionals?
We have a bona fide plan which includes one personal day, two sick days and then vacation days. IF, a salaried exempt EE wants to take time off without pay (chosing not to use PTO)where do we stand with regard to the FLSA on that one?
Under examination or DOL audit it would seem to be difficult to determine without a specific written request whether the EE was "docked" pay or "requested" non-compensated time off. I'm of the opinion "non-compensated time off" is a bad idea. What are your thoughts HR professionals?
Comments