Exempt emp. working 6 days a week

Bullion

Our non-profit organization is located in Missouri. Our Administrative exempt employees have been working Mon-Sat for the last two weeks. The Manager of the department would like to have employees pick a day off with pay in the future to repay the employees for working on Saturday. Would this jeopardize our employee’s exempt status? What other options would we have as a thank you to employees for working on Saturday?

davids

Giving an exempt employee an occasional day off is, in my opinion, very appropriate. It won't affect FLSA status. You would run into trouble if you were providing time off on an hour-for-hour basis to compensate for extra time worked (i.e., the employee worked an extra six hours, so you give them six hours off).

ACU Frank

We're also a non-profit in Missouri, and I don't see any issues with what you're contemplating.

Dutch2

We also do this... Anytime an exempt employee goes above and beyond putting in a lot of extra time to get the job done we will "reward" them with paid time off. As mentioned above we do not match hour for hour - we will give them less time than the additional time they worked. One cautionary note - once you start this it will easily be expected going forward.

kelros

By definintion, exempt employees are to work enough to complete their job duties l- sometimes more than 40 sometimes less. As a non-profit director, encouraging them to take time away that is not their vacation following a big push is not always successful, but I make an effort. Also, if they ask for a day of vacation, I might reminde them that last week they worked 50 hours so they could just flex it out and save vacation for another time.

Sharon McKnight SPHR

To Kelros,

Your first post! Welcome to the Forum.

Sharon

:welcome: