Salaried Employee
Navigating Salaried Employment Laws
Understanding the Landscape
Overview of Labor Laws: The U.S. Department of Labor oversees more than 180 federal laws, including The Fair Labor Standards Act (FLSA), which addresses overtime, minimum wages, child labor, and the Equal Pay Act for salaried employees.
Working Hours Insights
Average Work Hours: Approximately 9 million American employees work 60 or more hours per week across industries. However, the average salaried employee typically works around 45 to 50 hours per week.
Forced Working Hours: While some employers may expect diligent work hours, exempt salaried employees usually commit to working between 40 and 50 hours per week. Their pay can’t be deducted for working less than 40 hours, or they may be considered nonexempt, qualifying for overtime.
Compensation Dynamics
Payment for Non-Working Hours: In general, if a salaried exempt employee doesn’t work in a given week, they don’t need to be paid for that week. Partial day-offs must still receive full-day pay, but personal time off may be deducted from allotted vacation/personal time.
Overtime for Salaried Employees: Most salaried employees aren’t entitled to overtime pay, regardless of their weekly hours. While they can refuse overtime, it may breach employment terms, leading to termination.
Weekend Work and Deductions
Weekend Obligations: The FLSA doesn’t mandate payment for weekend work for salaried employees. If weekend work is necessary, it should be agreed upon at the time of hiring between the employer and employee.
Deducting Pay for Salaried Employees: Employers can deduct pay for personal absences, sick or disability leaves, accrued leave, safety violations, and disciplinary suspensions, provided they align with established policies and agreements.