Yes.
Exempt employees are paid for the job and not the
hour. They only report full-day absences and not
partial ones. They neither qualify for overtime nor
comp time.
Employers who have their exempt employees record time
off in increments of less than a full day stand to
potentially jeopardize the exempt status of all exempt
employees in their organization. See COUNTDOWN TO
COMPLIANCE WITH THE FINAL FLSA REGULATIONS
http://www.shawe.com/E-updates/0604_UP.html
Other references:
http://www.dol.gov/esa/regs/compliance/whd/fairpay/fs17a_overview.htmhttp://www.dol.gov/esa/regs/compliance/whd/whdfs23.htm
--- Jeff <[log in to unmask]> wrote:
> i presume you're talking about hourly employees and
> not salaried?
>
> Jeff Courtman
> Project Manager
> artspace in the West Edge
> 710 Texas Street
> Shreveport, La 71101
> 318-673-6535
>
>
>
> Most workers are familiar with compensatory or comp
> time -- the practice of offering employees time off
> from work in place of cash payments for overtime.
> What
> comes as a shock to many is that the practice is
> illegal in most situations. Under the FLSA, only
> state
> or government agencies may legally allow their
> employees time off in place of wages (29 U.S.C.
> '207(o)).
>
>
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