Last year, we hired someone to run our small business, and we paid him very well. However, he was always coming in late, taking Fridays off, calling in sick, having car trouble and dentist appointments, etc. He was an exempt employee, so we kept paying him as if he was there all the time. He quit and we don’t want to have the same problems with the new hire. Of course, we don’t mind if this person has a doctor’s appointment from time to time, but don’t want the constant absences we had with the last manager. What can we do to make our exempt employee accountable for his or her hours?
To read the answer, click here: Dilemma of the Month: Holding Exempt Employee Accountable