Tell me where you see that to be illegal. I take exception to many things, that doesn't make them illegal.That is what I take exception to.
Tell me where you see that to be illegal. I take exception to many things, that doesn't make them illegal.That is what I take exception to.
I take exception to that, too, Ginny. But not because it's illegal, it's not. It's because I think it's a petty policy.Even though I worked 10.0 hours on company business that day,
I guess we all assumed that the OP was comfortable with the fact that his job duties qualified him as exempt.OP - exactly what kind of work do you do on a consulting basis? This is where it gets VERY sticky.
That raises an interesting point - what happens when there's a daily shortage that needs to be filled, but no more vacation time to draw from. Has the employer suggested (verbally, in writing) what they would do in this case?Right, it would only be illegal if he ran out of vacation time and they started deducting money from his checks.
This is exactly what I am taking exception to - employer had to take into consideration the 3 hours spent in a required meeting for the EMPLOYER.DWD 272.12(1)(a)1.
1. Employees subject to the statutes must be paid for all time spent in "physical or mental exertion (whether burdensome or not) controlled or required by the employer and pursued necessarily and primarily for the benefit of the employer's business." The workweek ordinarily includes "all time during which an employee is necessarily required to be on the employer's premises, on duty or at a prescribed work place."
They are still required to pay the full salary.That raises an interesting point - what happens when there's a daily shortage that needs to be filled, but no more vacation time to draw from. Has the employer suggested (verbally, in writing) what they would do in this case?
For an exempt employee. No. They. Don't. Show me the FLSA regulation that says so.This is exactly what I am taking exception to - employer had to take into consideration the 3 hours spent in a required meeting for the EMPLOYER.
No argument - the question was more geared towards finding out whether the employer was giving advance notice, as it were, of their intent to violate the law by docking salary at the expiration of vacation time. That sort of thing (especially in writing), make for good leverage when "discussing" the situation with the employerThey are still required to pay the full salary.
Sorry for disappearing... I was busy generating billable hours.OP - exactly what kind of work do you do on a consulting basis? This is where it gets VERY sticky.
And that's what burns my biscuits.moburkes, he WORKED 10 hours. Then had to use 1 hour vacation pay because he couldn't BILL 8 hours.