Book ,'Our Mrs. Reynolds'
[NAFDA] Spike-centric discussion. Lusty, lewd (only occasionally crude), risque (and frisque), bawdy (Oh, lawdy!), flirty ('cuz we're purty), raunchy talk inside. Caveat lector.
Since he is classified as exempt, the overtime laws don't apply.
That's the thing. Lots of companies think so; the EDD's been prone to disagree. The law says that only certain occupations can be fully exempt from overtime, and a lot of companies ignore that list or think it's broader than it really is.
Yay, VW!
Hee. [link]
Betsy, what if that's contagious?
None of the pictures on that page will come up for me.
Obviously, aliens visited earth and took pottery classes.
My work blocks dennisfreeman.com, so I can't see them either.
Yay, vw! Or, according to your professor, :)
It actually is illegal to work many exempt employees over x number of hours (55 maybe?) every week as a matter of policy, unless they fit in certain specific categories such as truck drivers. A former employer (a newspaper) lost a huge lawsuit over this and, as a result, they'd send you home after you'd worked 40 hours, even if you were in mid word.
It's definitely worthwhile keeping detailed records, even if you're exempt. A former boss got a big chunk of money when one of her former employers was sued over that issue and she could produce the records showing how many hours she'd worked.
HEC!!! or any California HR types--I have a question. One of our exempt employees took a day off last week, but worked a full day Saturday so he put in a 40-hour week. The Head Office wants him to take his day as Paid Time Off, thus using up a vacation day, and the Saturday is considered by them just extra time that salaried employees sometimes have to work (I worked on the Saturday, for example, and won't get overtime for it, since I'm also exempt). This seems wrong to me, but I can't find anything concrete to back me up.
Unless there was a prior agreement promising a comp day, and it was basically an arrangement between manager and employee - then I think they can do that. They can definitely say he has to use a PTO day if he took the time off.
It's bad management, I think, because how you gonna get people to come in on the weekend and cover if you do shit like that? But, from a technical and legal standpoint, because he's exempt, they can do that. He's extra-fucked because then he doesn't get OT for the Saturday work. So he loses a PTO day, while working a regular week. (In essence - which is why you're objecting.)
Sucks to be exempt. The compensation is usually that you get much more vacation time - though Matt is a good example of somebody who gets time that he's never feasibly going to be able to take.
Is this somebody you manage personally? Because if they're exempt, there are other ways you can finesse it for them. The idea behind an exempt employee is that they can come and go as long as the job gets done. They can come in late and leave early etc. So....
He might be able to challenge that classification, but that is a broader question than just the two days.
That's the thing. Lots of companies think so; the EDD's been prone to disagree. The law says that only certain occupations can be fully exempt from overtime, and a lot of companies ignore that list or think it's broader than it really is.
Lysana, if you look at the rest of my post, I think you and I are saying the same thing, just differently. Challenging his classification is possible, and maybe even likely to suceed under the current law, but it is a hassle. Unless he does, he is probably out of luck.