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Can My Boss Dock My Pay?
February 06, 2012

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Employee Rights News You Can Use

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Date February 6, 2012!!

Issue #35

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Important News!

Hello My friend,

Well here we are facing a new year of opportunities and challenges in the workplace. My heartfelt prayer to GOD ALMIGHTY is that each of you and your families prosper and are granted good health. Yvonne (my wife ;0) and I thank you for continuing to support Basic Employee Rights eNEWs. There are many new changes that will be affecting the workplace in 2012. I will continue to research and share how those changes will affect you.

That said....

So let's get to it!

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Your Employee IQ Exam!

Don't cheat the answers are at the bottom ;0)

(1) Why do you go to work when you should stay home because of illness?

a. To save leave days
b. Co-workers depending on you
c. Work overload


(2) FMLA eligibility requires you to have worked at least ____ hours with the employer for the 12 previous months

a. 1,250 hours
b. 1,520 hours
c. 1,025 hours


(3) The three top discrimination claims

a. Race, age, retaliation
b. Age, gender or sex, race
c. Retaliation, race, gender or sex


(4) Does federal guidelines say you are due more compensation for working weekends, nights or holidays?

a. You must be paid at time-and-a half
b. Not required however certain states may have laws that do.
c. You must be paid at double time

Let's see how you did!

Answers: 1 b. 2 a. 3 c. 4 b.

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Article

Can My Boss Dock My Pay?

There have been court rulings making docking pay for salaried employees legal.

Incomplete beginning or final week pay period
If you are an exempt employee your boss doesn't have to pay you a whole weeks salary in either the initial or ending week of employment. The exception to this would be if you worked the entire week.

Suspensions due to disciplinary actions
Employees on salary can be docked pay for violating company policy. However, to legally do this your employee has to have a written policy involving discipline that's applied to ALL employees whether salaried or hourly.

Counterbalance military compensation or jury payments
Unfortunately, your boss can reduce your pay equal to the amount you receive from jury duty or temporary armed forces service such as national guard duty. On the other hand the employer CAN NOT dock your pay for jury duty or intermittent military service.


Many employees and employers alike are perplexed about the (FLSA) Fair Labor Standards Act. There can be a lot of confusion on who is exempt versus non-exempt. Employees with positions regulated by the Fair Labor Standards Act will be non-exempt or exempt. Workers that are non-exempt qualify to receive overtime pay. Exempt employee are not. The majority workers included in FLSA are non-exempt.


For an employee to be exempt she/he must be classified as salaried which means a guaranteed minimum amount of pay. An employee who is non-exempt will be someone that receives pay on an hourly basis. Employers have to pay a salary or guaranteed minimum amount of pay to classify you as "exempt". Employees who are paid by the hour are always "non-exempt", but can be paid a salary. Salary workers can also be non-exempt or exempt?!?


Typically under FLSA the amount of money a worker on salary makes can't be based on the number of days or hours worked. For example, if a salaried employee worked 25 hours or 60 hours a week the pay is the same. The pay for the hourly worker turns to overtime if "hours worked" exceed 40 in one week, or eight in one day. Nonetheless, there are some exceptions and tests to determine employment classifications. Understanding the distinction can be confusing, learn more about "exempt" versus "non-exempt" "salaried" versus "non-exempt" here;

=====> http://tinyurl.com/3zz84rd

Until next time as always.....

Be something good to someone!

Yancey


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Employee Rights Educator, Coach, Trainer, Advocate, Internet Presence Consultant
http://www.You-Can-Learn-Basic-Employee-Rights.com
http://EmployeeRightsGuide.com
http://EmployeeWorkplaceRights.com
http://Employee-Rights-Questions.com (work in progress)

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Are you a SALARIED or HOURLY employee?

Are you "EXEMPT or "NON-EXEMPT"?

Not Knowing could be COSTING YOU M.ON.EY!!

====> http://tinyurl.com/3zz84rd

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If you need an answer to an employee rights or other legal question, get an answer here F*REE!

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Can I Interest You in an Extra $250.00 a Day...?
Legitimate Online Jobs will show you how.

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Here's a Special Free Video Series ($97 Value) This resource has been a tremendous help to my blogging efforts.

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CONTACT US

Email: newsletter@you-can-learn-basic-employee-rights.com

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PUBLISHING SCHEDULE

Your Basic Employee Rights eNews is published the first week of the month, 12 weeks per year. From time to time we will publish special features that affect employees in the workplace. We may also offer third party resources that will be of benefit to you our valued subscriber.

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DISCLAIMER

Note: Any and all information provided within this Newsletter/Ezine is for educational and general information purposes only. It is NOT INTENDED as legal advice. Please review this specific disclaimer;

www.you-can-learn-basic-employee-rights.com/disclaimer

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Written by Yancey Thomas Jr.

Owner, You-Can-Learn-Basic-Employee-Rights.com

(c)copyright 2011 You-Can-Learn-Basic-Employee-Rights.com

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