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Exempt Employees—Questions & Answers—Federal

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Our holiday policy states that employees are not eligible for holiday pay until they have completed 90-day introductory period. Can we deduct holiday hours from pay for exempt employees who haven't yet met this threshold? If not,

If an exempt employee comes into work for half of an hour and needs to leave due to personal reasons are we required to pay the employee for the entire day or can we use available PTO time?

Is it legal for an exempt employee to also be paid an hourly wage for performing additional duties?

Our company employees clock in and out electronically. Prior to each payroll, our practice is to have all employees sign a print out of their hours. My question is specifically with regard to exempt employees. Is this practice in violation of any law

I would like guidance for the following situation: We have an exempt employee who has asked to work in a part-time capacity in a nonexempt position. The nonexempt position would be in addition to her regular 40-hour workweek and would be paid at a

Are there any wage and hour issues associated with allowing supervisors to clock in and do hourly work after they have completed their supervisory duties?

Can you dock a salaried exempt employee's salary for a day not worked, if he is not entitled to any paid time off yet?

May exempt employees take paid time off (PTO) in less than full day increments? In other words, can an exempt employee take 2 hours of PTO?

Does the concurrent performance of exempt and nonexempt work disqualify an employee from exempt status?

An employee performs exempt duties, works 20-30 hours per week, meets the minimum salary requirements for exemption (even at 20 hours per week), and is paid on an hourly basis. Would the employee be exempt?

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View Federal Questions & Answers for these related topics:

• Administrative Exemption
• Compensation Administration
• Executive Exemption
• Fair Labor Standards Act (FLSA)
• Overtime
• Salaried Employee
• Sales Personnel Exemption

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