Q. We would like to require employees to accept pay via direct deposit. Is this permitted? A. Direct deposit is an increasingly common method of paying employees, with numerous advantages for employees (fewer trips to the bank, no worry about […]
Q. An employee works for the company full-time, 7.5 hours per day, 5 days per week, at $20 per hour. To make ends meet, the employee also voluntarily works a different part-time job for the company on Saturdays, usually working […]
Q. Our employees consider themselves “professionals” and don’t want to be treated as hourly workers. If our employees agree to it, can we still treat them as “exempt” even if they don’t meet all of the requirements under the FLSA […]
Q. A salaried, exempt employee who recently returned from a week of unpaid FMLA leave claims that he is entitled to be paid his full salary for entire week because he responded to a number of work-related e-mails and telephone […]
Q. One of our salaried exempt employees appears to have violated our sexual harassment policy. We would like to suspend him without pay for 3 days. Is this allowed under the FLSA? A. Maybe, but check your state’s laws as […]
Regular readers may have noticed a decline in the frequency of our updates around the end of the year. That’s because, in addition to the usual holiday and year-end craziness, my wife and I welcomed a new baby on the […]
Q. Our holiday pay policy says that employees must be at work the day before and the day after a holiday. Our office is closed Thursday and Friday for Thanksgiving. If an exempt employee works Monday and Tuesday but calls in […]
Another in our series of answers to questions from our September 28 webinar on wage and hour law in higher education: Q. If an exempt employee only works a half day, i.e. they go home sick at noon, and they have both […]
