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November 2008 S 1UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
The FLSAWhat You Need to Know
University of Illinois at ChicagoOffice of the Vice Chancellor for Human Resources
Compensation 2009
November 2008 S 2UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Frequently Asked Questions
15 May 2007; S 3UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:If an employee is exempt, can you still choose to classify
him as nonexempt and pay him hourly with overtime?
Yes, you can classify an employee as hourly and pay the employee overtime, even employees who
could otherwise pass the exemption test.
2005 B LR Business and Legal Reports 22
15 May 2007; S 4UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Basis
Question:
Can an exempt employee be paid additional compensation without jeopardizing the exemption status
Yes. An employer may provide an exempt employee withadditional compensation without losing the exemption or violating the salary basis requirement, if the employment
arrangement also includes a guarantee of at least the minimum weekly-required amount paid on a salary basis.
Caveats: pay basis, duties performed
FLSA Online
15 May 2007; S 5UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:We have an employee who has 2 jobs, one is exempt and
the other non-exempt. Do I need to pay her overtime for non-exempt duties?
If an exempt employee works a second non-exempt job, it will likely compromise the employee’s
exempt status. Please contact the Compensation Department for interpretation of UIC Policies
2005 B LR Business and Legal Reports 32
15 May 2007; S 6UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:We have an employee in a management position who is paid by the
hour. She earns over $455 per week. She also meets the duties test for the executive exemption. First would this employee be non-exempt? And if so, is it legal to give her an extra week of
vacation to cover any overtime?
Anyone paid on an hourly basis other than certain employee groups such as exempt computer
professionals, would be nonexempt and entitled to overtime.
Providing vacation rather than overtime payment is not legal under the FLSA. This person is entitled to
overtime for any hours worked over 40 in one week
2005 B LR Business and Legal Reports
15 May 2007; S 7UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:Is it legal to pay overtime with compensatory time in lieu of cash?
Not in the private sector. However, the Act provides an element of flexibility to State and local
government employers. The exemption authorizes a public agency to provide compensatory time off (with certain limitations). There are several rules
to consider.
DOL 29 CFR 553.20 Introduction
15 May 2007; S 8UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:Do general standards exist for exempt employees in regards to
extra work above and beyond the normal work week? For example, if they travel during the weekend for work, is it
expected that they would get a day off later in compensation for this weekend work?
UIC does not expected that an exempt employee receive a day off work after working on a Saturday
or Sunday. Exempt employees are expected to work when duty calls.
2005 B LR Business and Legal Reports
15 May 2007; S 9UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Deductions from Pay
Question:What are the rules for deducting pay for violating
safety rules?
Deductions from pay of exempt employees may be made in certain circumstances. One includes penalties imposed in
good faith for infractions of safety rules of major significance. These include infractions relating to the
prevention of serious danger in the workplace toward other employees. For example (from DOL), includes rules
prohibiting smoking in explosive plants, oil refineries and coal mines
2005 B LR Business and Legal Reports
15 May 2007; S 10UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Deductions from Pay
Question:If we suspend an exempt employee for disciplinary reasons
do we have to pay that person?
Deductions from pay of exempt employees may be made for unpaid disciplinary suspensions of 1 or
more full days, if imposed in good faith for infractions of workplace conduct rules. There must be a written policy applicable to all employees, (e.g.
suspension for violating sexual harassment or workplace violence)
2005 B LR Business and Legal Reports
15 May 2007; S 11UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Deductions
Question:We have an exempt employee out 2 days per week on leave under
the Family and Medical Leave Act (FMLA). Do I have to pay him for the entire week?
No. An employer is not required to pay the full salary for weeks in which an exempt employee takes
unpaid leave under the FMLA.And this is the only time you can deduct actual hours
taken for exempt employees
2005 B LR Business and Legal Reports
15 May 2007; S 12UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Deductions
Question:Can an employer deduct paid benefit leave, such as sick leave or
personal leave, in half-day increments from an exempt employee if it is a written UIC policy?
Yes, you can deduct less than a day’s time from an exempt employee’s allotted sick, vacation, or
personal accrued bank time. You cannot deduct from an exempt employee’s paycheck for less
than a day’s absence for sickness, disability or sick leave.
(Please see policy HRPP 808)2005 B LR Business and Legal Reports
15 May 2007; S 13UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:If an employee needs to be out for a period that is less than a half
day or full day, can the unit require that the employee use leave benefits?
No , the unit cannot require that an employee use half-day or full-day leave benefits if the employee
does not need to be out for that duration.
8/28/06 memo from University HR
15 May 2007; S 14UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:Should employees accumulate or bundle time for multiple absences
to reach the half-day or full-day increments?
NO.Only report usage against leave banks in half or full
day increments for a single day.
8/28/06 memo from University HR
15 May 2007; S 15UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:If I am a full time exempt employee, how do I report an
absence that is 5, 6 or 7 hours?
40 hour per week, full time employees should report absences in 4 or 8 hour increments only; therefore
you would report an absence of 5, 6, or 7 hour absence as 4 hours against accrued bank time.
8/28/06 memo from University HR
15 May 2007; S 16UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:If an exempt employee calls in sick for a whole day and doesn’t have any accrued sick time on the books, can we
dock her pay for the day?
Yes.As long as the deduction is made in accordance with a
bona fide UIC plan, policy or practice of providing compensation for loss of salary caused by this type of
sickness or disability. Remember though, that you cannot deduct pay for less than 1 day’s absence (even
when the bank is negative)
2005 B LR Business and Legal Reports 18
15 May 2007; S 17UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:If an exempt employee calls in sick for half a day and doesn’t have any accrued sick time on the books, can we
dock her pay for the time?
No. You cannot deduct pay for less than 1 day’s absence
(even when the bank is empty or negative)
DOL Opinion Letter – Jan 7, 2005 = FLSA2005-7
15 May 2007; S 18UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:How should managers address issues with employees who
are consistently absent in less than half-day or full-day increments?
Unit managers and supervisors have the right to address performance issues related to attendance if work effort or commitment is unsatisfactory, which
can ultimately lead to discipline and/or termination. Contact the appropriate campus HR office for
assistance in dealing with these situations
8/28/06 memo from University HR
15 May 2007; S 19UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:Some of our employees work 24 hour shifts, and we allow
them to sleep at night. Are we supposed to pay them for this time?
Sleep time is not considered hours work if it satisfies all of the following:
- EE is on duty 24 hours or more
- EE and ER agree to exclude from work hours bona fide meal periods and a bona fide, regularly scheduled sleeping period of not more than 8 hours
- ER furnishes adequate sleeping facilities and the EE can usually enjoy an uninterrupted sleep period
- The sleep period is uninterrupted. If the EE is awakened and asked to perform work, that time is counted as work; if the EE gets less than 5 hours
of sleep, the entire sleep period must count as hours worked.
2005 B LR Business and Legal Reports 33
15 May 2007; S 20UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:At times our non-exempt employees travel to another
worksite past their normal work hours. Do we have to pay them for the time they are driving to the second
site?
Travel to and from work or travel outside of the normal workday is generally not considered compensable. However, exceptions
include (i.e. travel time must be counted if)- Time spent traveling from one worksite to another
- Driving during normal workday to fulfill employer requirements- EE has gone home from the day’s work and is called out again
to travel a substantial distance to do emergency work for a customer
2005 B LR Business and Legal Reports 37
15 May 2007; S 21UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:Do we have to pay employees for on-call time?
Yes, if the employee is required to remain on call on the employer’s premises or so close thereto that he cannot use
the time effectively for his own purposes. No, if an employee is not required to remain on the ER’s premises but is merely required to leave word at his home
or with company officials where he may be reached.
DOL 29 CFR 785.17 On call time
15 May 2007; S 22UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:Sometimes we offer training to our employees. Since we
are paying for the training, do we have to pay the employee?
Anytime that an employer requires an employee to attend training during work hours, that time will be considered work time. Training is not considered hours worked if all
of the following are met:- Meetings are held outside of work hours
- Employee attendance is voluntary- Training is not directly related to the ee’s job
- Employee does no work during the training time- The course is held after work and is not a requirement
even if the subject matter pertains to the job
2005 B LR Business and Legal Reports 40
15 May 2007; S 23UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Exemption
Question:Does a bachelor’s degree in the field related to the position
help to support that the position has discretion and independent judgment, and does the DOL look at that
particular element?
You have to review the job duties to determine the level of discretion and independent judgment. Often times, jobs that require a high level of education also
require discretion and independent judgment, but they are 2 separate factors and must be considered
independently from one another.
2005 B LR Business and Legal Reports
15 May 2007; S 24UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:What is meant by must exercise discretion and independent
judgment, don’t we all use this in our jobs?
This involves the comparison and the evaluation of possible courses of conduct, and acting or making a decision after the
various possibilities have been considered. For example, whether the employee has authority to formulate,
affect, interpret, or implement management policies or operating practices, commit the employer in matters that have significant financial impact, negotiate and bind the
company on matters of significance, can waive or deviate from policy without prior approval, etc.
DOL 29 CFR 541.202
15 May 2007; S 25UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Salary Level
Question:Is keeping a log sheet for exempt employees to sign in and
out as they arrive and leave the office legal if mandated by the employer?
Yes, it’s legal.. Remember though, you’re not tracking hours
2005 B LR Business and Legal Reports
15 May 2007; S 26UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Overtime
Question:Can employers “make” non exempt employees work
overtime?
Under FLSA, there are no maximum hour limitations (e.g. restrictions on the number of hours an
employee may work in one workday, workweek, or work period) for adult employees. The Act merely
requires overtime pay for the time worked in excess of 40 hours per week
SHRM Legal Report , June 2206
15 May 2007; S 27UIC HR Compensation
Confidential
Commitment * Customer Service * Competence * Communication
Deductions
Question:Can employers deduct money owed to the company
from non-exempt employee’s paychecks?
Under the FLSA, the applicable minimum wage must be paid to employees free and clear except that deductions are
permitted for the reasonable cost of fair value of board, lodging or other facilities. Deductions for items other than
facilities are permitted so long as they don’t reduce the employee’s wage below the minimum and the employer does not directly, or indirectly derive any profit or benefit
from the transaction. See state law
SHRM Legal Report , June 2206