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Exempt Employees—Questions & Answers—Federal

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If you have a sick leave policy that states that it can be taken in half day segments, do you run the risk of violating FLSA with exempt employees?

We have an hourly stockroom employee in mind for a position, but what happens if this person doesn't work out? Do we give them an incremental raise, and then if it doesn't work out, move them back to their original pay and position?

We believe we need to change an employee to non-exempt . Do you agree? Can we do this? How can we best do it making sure we are not opening ourselves up for a lawsuit?

Should I talk to our Regional Manager about either having the actual Manager take over the management duties of the group, or reclassifying this Group Leader as Supervisor?

Can we hire a non-exempt person for an exempt position?

We have an employee who is actuallly the HR contact in the company. She is exempt however we woudld like to change her status to nonexempt - do you see any issues with this?

One of our hotels has a front office manager work a scheduled shift on the front desk as a matter of routine. Yet this manager is salary exempt. Is this legal?

In the state of California can time out of the office for personal reasons be deducted from an exempt employees accrued vacation, sick or personal time?

What is the guidance on keeping track of hours for exempt employees time off for doctor's appointments, school functions, etc.?

We have never maintained records for our exempt employees. Is this something we should put into practice immediately?

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Related Links:

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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