Federal Questions & Answers on Deductions From Pay at Compensation.BLR.com

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Deductions From Pay—Questions & Answers—Federal

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A company remains open for a holiday. Employer instructs an exempt employee not to work on holiday. Since the employee is salaried, don't they still have to pay the employee?

I asked yesterday about docking for time off, and got information that led me to believe I can't dock for sick time. Can you give me more information. Why do companies allot so many sick days, if they are supposed to be paid regardless?

Can we legally dock pay from salaried employees when they arrive to work 15 minutes - 3 hours late? Can we use a timeclock?

When a disaster strikes, and employees are unable to come to work, are we obligated to pay our employees?

This is regarding Pay Deferrals and Salary Reductions. Is it required that an employee sign an authorization for or acknowledgement of, either or both the above actions being taken?

Can you give me some samples for deducting incurred cost(s) (i.e. computer buy program, child care, loan) from an employees final pay check?

If a business owner decides to close the business for 2 or 3 days (due to Jewish holidays), does he/she have to pay the salaried employees?

Recently we have offered commercial fueling cards to our employees. Every 10 days we issue invoices for card usage. If we have the written consent of the employees, can we deduct these invoices from their paychecks?

Are there any guidelines that advise the employer as to how to discipline an employee who has lost monies?

Can we begin to deduct the past overpayments from future checks?

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View Federal Questions & Answers for these related topics:

• Compensation Administration
• Fair Labor Standards Act (FLSA)
• Garnishment
• Paychecks
• Payroll
• Records
• Withholding

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