Salaried Time Keeping

HR In NH · October 2006

Currently, we do not track salaried employees' time, except we do enter holiday time for accounting purposes and we do enter vacation time for whole day absences, so their vacation balance is accurate.

We now have a salaried employee who qualifies for FMLA - it doesn't come up that often, but it comes up. His supervisor is bothered by his occasional absences, but we have explained these are covered by FMLA.

I was wondering...do any of you track salaried employee absences? It would be nice to have a record of any whole day absences (I'm not interested in anything besides these) for two reasons - to make sure no one is abusing time off and to make sure no one is unfairly blamed for time-off.

ray a · October 2006

All our employees, both exempt and nonexempt, punch a time clock daily. The exempt ee's do it primarily because we pay additional straight time for all hours worked in excess of 44, so they punch to make sure we pay accurately.

Open1 · October 2006

We track both half-day and whole-day absences so their PTO gets docked fairly for all concerned.

Irie · October 2006

We use a time sheet and track all time off so the employee's PTO bank can be deducted appropriately.

BettyBoop FL · October 2006

We also use a time sheet for tracking all time off & for audit purposes for all employees exempt or non exempt.

Paul in Cannon Beach · October 2006

Our exempts turn in a monthly time sheet that indicates days worked, 1/2 or full vacation days used, sick days, etc.

Their manager signs off on the timeshee, makes a copy, and turns in the original to payroll so the employee's paid leave totals can be adjusted.

Catbert Evil HR Director · October 2006

At our company, both exempt and non-exempt employees need to request time off on request forms. Non-exempt keep daily time sheets and can take PTO in hourly increments. I only track PTO for exempts in increments of full days. It was my understanding that tracking anything less than full day increments for exempts, in accordance with out PTO policy, violates FLSA.

yakley · October 2006

I didn't think we could legally track time worked for exempt employees. We track time off, but not time worked......

Correct?

ray a · October 2006

Sure, you can track exempt time worked, but you must pay them according to FLSA requirements.

Irie · October 2006

Agree with Ray. You can even make your exempt employees punch a time clock as long as you pay within the FLSA guidelines.

NeedCoffee · October 2006

We keep track of all employee absences, whether salaried or non-salaried. Employees are asked to get absences approved in advance, or if they are out for illness/last minute excuse, supervisors then report those absences to HR. This helps to enforce our attendance policies - they may be exempt from overtime, but they're not exempt from unexcused absences.

E Wart · October 2006

Well said.
E Wart

System · October 2006

You also should track his absences to keep a tally of his FMLA leave in case he approaches 12 weeks in your 12-month period.

James Sokolowski
HRhero.com

colleenr · October 2006

We keep tack of both exempt and non-exempt time-off.
Exempt complete a timesheet showing an X on days worked and a benefit code on days when taking time off. i.e. V for vacation.

WO · October 2006

You may choose to deduct FMLA absences on an hourly basis for exempt employees w/o losing the exemption.

pork1 · October 2006

HR in NH:
Yes we track management time and where their office uses a time clock system they punch in and out. However, the purpose is not for the maintenance of time keeping, but it is an official record of the Manager's "where abouts" during anytime of the working year. The manager is the signature authority on each remote location. Should anything happen on the work site, we must be able to verify and account for our manager's location. This time is also not used for the calculation of time worked. A manager is at work 24 hours a day and 8 days a week.

We use the last 52 weeks of compensation, not including BONUS paid to determine the short term disability and Family Medical Policy compensation amounts. Company Meadical leave plan runs in concert with FMLA. Weekly salary is paid under the provisions of FMLA and our company Medical Policy (66 2/3%of the average weekly salary paid). EXEMPT and NON-EXEMPT are paid, accordingly, EXEMPT is paid based on gross salary and NON-EXEMPT is calculated based on total hours worked and the average for the last 52 weeks.

PORK

Salaried Time Keeping

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