If there’s one thing I’ve tried to beat into your brains, it’s that you can’t deduct pay from an exempt employee’s paycheck, no matter how much you want to. Well, there are a few exceptions, but they really are a few, and no one is every going to complain about getting too much money.
Anyway, to read about these exceptions, click here: When Can You Legally Deduct Exempt Employee Pay?
Great to see a guideline for the employers to follow to evaluate how exempt employees utilized time to accomplish job and it also emphasizes that these employees are in a sense contractual workers. So the main thing an employers has to set up is time factor of a workweek, i.e. when does the work week start and end, to determine paycheck.
If an employee’s start date was moved back a week due to Houston’s floods does the employer have to pay the exempt employee for that werk?