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Subject:
From:
Indigo Nights <[log in to unmask]>
Reply To:
Museum discussion list <[log in to unmask]>
Date:
Wed, 9 Mar 2005 19:39:43 -0800
Content-Type:
text/plain
Parts/Attachments:
text/plain (74 lines)
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.htm

http://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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Indigo Nights
[log in to unmask]

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