While employees can perform more than one job for an employer, each employee may only have one Fair Labor Standards Act (FLSA) designation—either exempt or nonexempt, but not both.
An employer is not obligated to pay an exempt worker’s full salary when the employee works only a partial workweek during their first or last workweek of employment.
This is an interesting and often confusing situation for the employer. This question is essentially asking if the employer can take a partial day deduction from the exempt employee’s salary.
The nature of the duties of positions classified as exempt under the Fair Labor Standards Act (FLSA) often requires employees in those positions to work more than the regular 40 hours in a week.
Yes. In a March 10, 2006, opinion letter (FLSA2006-6), the Department of Labor confirmed that an employer can require exempt employees to record hours worked without jeopardizing their exempt status.
Employers may have to compensate employees if these uniforms and steel-toed boots are “unique protective gear” and are “integral and indispensable” to the performance of their essential job duties.
Yes. Employers need not automatically designate all employees as exempt who clearly perform the primary duties of the job functions described under one of the exemptions.
