Salaried non-exempt

kcult

kcult

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I've been salaried non-exempt for about the last 12 years.

I have never noticed deductions to my salary for uncovered absences. It doesn't mean a day's pay wasn't deducted. I just never noticed. But, I'm also rarely absent without something covering the time.

Can anyone verify that if time punches for a day don't exist and your time manager lists you as absent, instead of vacation, etc., is that pay deducted from your monthly salary amount?
 
kcult said:
I've been salaried non-exempt for about the last 12 years.

I have never noticed deductions to my salary for uncovered absences. It doesn't mean a day's pay wasn't deducted. I just never noticed. But, I'm also rarely absent without something covering the time.

Can anyone verify that if time punches for a day don't exist and your time manager lists you as absent, instead of vacation, etc., is that pay deducted from your monthly salary amount?
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Salaried non-exempt is weird. I don't have experience with it (plenty on the exempt side of it though).

NC is not a right-to-work state, so you don't HAVE to be paid for time not actually worked. Unless you have a contract that specifies your salaried status (i.e. that you get paid $XXXX regardless of hours worked), they're probably OK to cut your pay if you're not AIS (Ass In Seat).
 
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9outof10mms said:
NC is not a right-to-work state, so you don't HAVE to be paid for time not actually worked. Unless you have a contract that specifies your salaried status (i.e. that you get paid $XXXX regardless of hours worked), they're probably OK to cut your pay if you're not AIS (Ass In Seat).
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NC is a right to work state ever since 1947, unless that changed in the past few years, although I confess I don’t know enough about it to know how that impacts Troy's question.
 
Windini said:
https://www.nrtw.org/right-to-work-states-north-carolina/
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fieldgrade said:
NC is a right to work state ever since 1947, unless that changed in the past few years, although I confess I don’t know enough about it to know how that impacts Troy's question.
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Yeah, I botched that description. I meant NC is not one of those states where the employer is required to give you hours.

Should have pre-qualified everything with: I am not an HR person. I'm the person that justifies HR's existence in making questionable HR calls!

Nonetheless...
The rest of my original reply stands...I think.

Unless there is a contract that says "you shall receive $XXXX per period regardless of hours worked," I'm betting "salaried' doesn't mean anything. NC or SC.
 
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9outof10mms said:
Yeah, I botched that description. I meant NC is not one of those states where the employer is required to give you hours.

Should have pre-qualified everything with: I am not an HR person. I'm the person that justifies HR's existence in making questionable HR calls!

Nonetheless...
The rest of my original reply stands...I think.

Unless there is a contract that says "you shall receive $XXXX per period regardless of hours worked," I'm betting "salaried' doesn't mean anything. NC or SC.
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But shouldn't we be talking about the non-exempt status under FLSA, instead of state by state?
 
kcult said:
But shouldn't we be talking about the non-exempt status under FLSA, instead of state by state?
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Right--Exempt is a Federal status, not state by state. I was still stuck in my blundering mouth diarrhea about right to work...which is state by state.
 
Boy have you guys queered this one up.

You are classified as non-exempt which means that you should be paid at OT rate for any hours worked over 40. Most folks believe that non-exempt must be hourly, that is incorrect, you can be salaried. The upshot is that you should get paid your regular salary each week plus any OT.
 
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