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dan148
Guest
What is the name of your state?Fl
Hi, You recently replied to a post with this quote: "An exempt employee is not paid on the basis of a 40 hour week. You get your same salary if you work 25 hours or if you work 65 hours. It is by no means unusual for an exempt employee to work more than 40 hours; their weekly salary is determined with this in mind"
I see after reading your posts that you are extremely educated and experienced with this type of law. So I will ask my question and hope you can give me some info.
I have been an "Exempt employee" most of my career (Restaurant management). For the most part I usally worked an average of 55 hours, 5 days a week...sometimes 65 or more, 6 days a week depending on the restaurants needs, however since I was "Salaried" I always got the same pay regardless. I recall a few times when I needed a day off and I only worked 4 days in in which my check reflected 4 days..the company figured out what my salary was daily and "Docked" when I had taken that day off. I have also owned a restaurant and I had done the same for my "Salaried managers" providing that they had no "Sick, Personal or Vacation" days to use. After reading your reply and quote my question is: Is docking an "Exempt employee" within DOL laws, seeing that they (we) didn't compensate for "Extra days" worked"??
Also, after continuing to read your replies I noticed that this has come up a few times:
"BTW, nothing in Federal or Arizona law requires your employer to provide you with a copy of your employment file, or even to see it if they don't want to. It's entirely up to the company whether to permit it or not. Barring a subpoena, I don't know of any way you can force them to give you a copy of the letter"
I have terminated quite a few employees in the past years as a restaurant manager. I have always been told that "I MUST keep/have records, ie: write-ups, etc...on all employees because they have the right to have copies of that information whether still employed or not"...Does the above quote apply in Florida?
I just noticed the Forum topic 'Wages,Salary" which is where my thread should've been started (Sorry) but since I added the second question I think I should just leave it alone....
Hi, You recently replied to a post with this quote: "An exempt employee is not paid on the basis of a 40 hour week. You get your same salary if you work 25 hours or if you work 65 hours. It is by no means unusual for an exempt employee to work more than 40 hours; their weekly salary is determined with this in mind"
I see after reading your posts that you are extremely educated and experienced with this type of law. So I will ask my question and hope you can give me some info.
I have been an "Exempt employee" most of my career (Restaurant management). For the most part I usally worked an average of 55 hours, 5 days a week...sometimes 65 or more, 6 days a week depending on the restaurants needs, however since I was "Salaried" I always got the same pay regardless. I recall a few times when I needed a day off and I only worked 4 days in in which my check reflected 4 days..the company figured out what my salary was daily and "Docked" when I had taken that day off. I have also owned a restaurant and I had done the same for my "Salaried managers" providing that they had no "Sick, Personal or Vacation" days to use. After reading your reply and quote my question is: Is docking an "Exempt employee" within DOL laws, seeing that they (we) didn't compensate for "Extra days" worked"??
Also, after continuing to read your replies I noticed that this has come up a few times:
"BTW, nothing in Federal or Arizona law requires your employer to provide you with a copy of your employment file, or even to see it if they don't want to. It's entirely up to the company whether to permit it or not. Barring a subpoena, I don't know of any way you can force them to give you a copy of the letter"
I have terminated quite a few employees in the past years as a restaurant manager. I have always been told that "I MUST keep/have records, ie: write-ups, etc...on all employees because they have the right to have copies of that information whether still employed or not"...Does the above quote apply in Florida?
I just noticed the Forum topic 'Wages,Salary" which is where my thread should've been started (Sorry) but since I added the second question I think I should just leave it alone....
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