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Can you pay an exempt employee on 40 hours a week?

Can you pay an exempt employee on 40 hours a week?

As a human resources department, we sometimes get unusual requests for compensation. We have an employee who was working full-time, 40 hours a week, as an exempt employee (falls under the learned professional exemption).

Do you have to work 40 hours a week as a salaried employee?

An employer may require an exempt salaried employee to work a specific schedule, says PayScale. The employer can choose whether to pay for hours worked above the scheduled hours.

Can a non exempt employee be moved to an hourly position?

Employers can change employees from non-exempt to exempt and vice versa, and there are some positive results from being switched from hourly to salary. Salaried positions usually pay more than hourly ones, and if the calculator above shows a decrease, the worker can consider starting a move from hourly to salary negotiation.

Is there a pay cut for non exempt employees?

This doesn’t affect exempt employees so much (most work over 40 hours anyway) but does mean a pay cut for all full-time non-exempt employees; with no salary change and additional hours required, the hourly rate will be cut by just over 3 percent with no extra pay.

Can a employer require exempt employees to work 40 hours a week?

It’s a common misconception that employers can’t require exempt employees to work a specific schedule or at least 40 hours a week. An employer may, in fact, do so and remain in compliance with the federal Fair Labor Standards Act (FLSA). The key is to pay exempt employees their weekly salary without any reduction for quality or quantity of work.

When do you have to pay salary exempt employees?

So even if the employee performs less work than normal, you must still pay them their full salary, as long as the reason for the reduction in work is under the employer’s control. For example, if you simply have no work for the employee to do because business is slow, you still have to pay the entire base salary.

Is there an exemption for overtime for salaried employees?

Just placing an employee on salary does NOT exempt the employer from the overtime pay laws unless the employee’s duties also meet an exemption’s requirements. * The Department of Labor under the Obama Administration increased this salary amount to $913 per week effective 12/1/2016; however, this increase was blocked by a court ruling.

Can you reduce the salary of an exempt employee?

In general, a reduction of an exempt employee’s weekly salary violates the FLSA, but there are several exceptions. These include full-day salary reductions (as long as no work is performed) for the following:

Can a salaried employee be paid on an hourly basis?

Certain occupations are exempt from overtime provisions, even if they are paid on an hourly basis. If a salaried employee is classified as a non-exempt worker under the Fair Labor Standards Act, then the employer must pay that worker time and a half for any hours worked over 40 hours in a given week.

Do you pay employees per hour or per hour?

Hourly workers get paid a per-hour rate, so their paychecks are based specifically on the number of hours they work. This article is for new business owners trying to determine whether they should have hourly or salaried employees. When hiring an employee, you must ask and answer many questions.

What happens if an employee refuses to work 40 hours a week?

If an employee refuses to work the hours that the employer requires, the employer has the right to fire that employee. The only caveat is that for all hours worked over forty (40) in a workweek, the employer must compensate the non-exempt employee at a rate not less than time and one-half the employee’s regular rate of pay.

Do you have to pay employees for all hours worked?

You must pay your employees for all hours worked in a workweek. In general, “hours worked” includes all time an employee must be on duty, or at the place of work. Normally, time spent in training, traveling from site to site during the day, and doing repair work must be paid.

As a human resources department, we sometimes get unusual requests for compensation. We have an employee who was working full-time, 40 hours a week, as an exempt employee (falls under the learned professional exemption).

If an employee refuses to work the hours that the employer requires, the employer has the right to fire that employee. The only caveat is that for all hours worked over forty (40) in a workweek, the employer must compensate the non-exempt employee at a rate not less than time and one-half the employee’s regular rate of pay.

What is the pay by experience level for warranty administrators?

What is the Pay by Experience Level for Warranty Administrators? An entry-level Warranty Administrator with less than 1 year experience can expect to earn an average total compensation (includes tips, bonus, and overtime pay) of $14.46 based on 42 salaries.