3 ms·

I'm not sure what country you're referring to, but in the US salaries employees explicitly do not have hours written into their employment agreements. If there

by yodon 8y ago

I'm not sure what country you're referring to, but in the US salaries employees explicitly do not have hours written into their employment agreements. If there are hours written in, they are legally classified as hourly employees and legally eligible for things like overtime. Lots of companies have run afoul of this but the courts have been very clear on the matter. If you treat your employees as hourly employees they are hourly employees, and you better track and award overtime according to hourly regulations.

jrs235 8y ago
If you are a salaried (paid per unit of time other than hourly) employee but not exempt (from overtime) then you still need to record your hours. For example, inside retails sales positions allow for overtime exemption, however in order to determine if they are exempt you need to determine their hourly wage. The only way to determine thier hourly wage is to know how many hours they work. So these salaried employees need to record their hours.
niftich 8y ago
To add to this, in the US the Fair Labor Standards Act governs topics like minimum wage and overtime, and it provides a number of exemption criteria [1] for managerial, professional, creative, and computer employees. Most employers take advantage of these exemptions for qualifying jobs, and classify these jobs as 'exempt' from FLSA rules about wages and overtime. Therefore, most US professionals, managers, and computer programmers are not paid according to hours worked [2], but given a fixed salary, and their job description avoids mentioning an expectation about hours worked. [1] https://www.dol.gov/whd/overtime/fs17a_overview.htm https://www.dol.gov/whd/overtime/fs17a_overview.htm [2] https://www.monster.com/career-advice/article/whats-the-difference-between-exempt https://www.monster.com/career-advice/article/whats-the-diff...
astura 8y ago
Except I'd be fired if I decided I didn't feel like working 40 hours a week every single week without taking paid time off. Hours are tracked for full time salaried employees, of course, that's been the case for literally every single job I worked. (And I'm no spring chicken) If it worked the way you claim, then what would prevent me from working 2 hours a week and be like "lol, I'm salaried, pay me a full time salary for those two hours?" https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/mustemployerstrackandrecordexemptemployeetimedifferentlythannonexemptemployeetime.aspx https://www.shrm.org/resourcesandtools/tools-and-samples/hr-... >The Department of Labor (DOL) states in the 2004 overtime exemptions preamble to the final regulations that employers may require exempt employees to record and track hours and to work a specified schedule: “We agree that employers, without affecting their employees’ exempt status, may take deductions from accrued leave accounts; may require exempt employees to record and track hours; may require exempt employees to work a specified schedule; and may implement across-the-board changes in schedule under certain circumstances.” "Exempt" employment status largely works against the employee in practice.

by yodon 8y ago

jrs235 8y ago

If you are a salaried (paid per unit of time other than hourly) employee but not exempt (from overtime) then you still need to record your hours. For example, inside retails sales positions allow for overtime exemption, however in order to determine if they are exempt you need to determine their hourly wage. The only way to determine thier hourly wage is to know how many hours they work. So these salaried employees need to record their hours.

niftich 8y ago

To add to this, in the US the Fair Labor Standards Act governs topics like minimum wage and overtime, and it provides a number of exemption criteria [1] for managerial, professional, creative, and computer employees. Most employers take advantage of these exemptions for qualifying jobs, and classify these jobs as 'exempt' from FLSA rules about wages and overtime. Therefore, most US professionals, managers, and computer programmers are not paid according to hours worked [2], but given a fixed salary, and their job description avoids mentioning an expectation about hours worked. [1] https://www.dol.gov/whd/overtime/fs17a_overview.htm https://www.dol.gov/whd/overtime/fs17a_overview.htm [2] https://www.monster.com/career-advice/article/whats-the-difference-between-exempt https://www.monster.com/career-advice/article/whats-the-diff...

astura 8y ago

Except I'd be fired if I decided I didn't feel like working 40 hours a week every single week without taking paid time off. Hours are tracked for full time salaried employees, of course, that's been the case for literally every single job I worked. (And I'm no spring chicken) If it worked the way you claim, then what would prevent me from working 2 hours a week and be like "lol, I'm salaried, pay me a full time salary for those two hours?" https://www.shrm.org/resourcesandtools/tools-and-samples/hr-qa/pages/mustemployerstrackandrecordexemptemployeetimedifferentlythannonexemptemployeetime.aspx https://www.shrm.org/resourcesandtools/tools-and-samples/hr-... >The Department of Labor (DOL) states in the 2004 overtime exemptions preamble to the final regulations that employers may require exempt employees to record and track hours and to work a specified schedule: “We agree that employers, without affecting their employees’ exempt status, may take deductions from accrued leave accounts; may require exempt employees to record and track hours; may require exempt employees to work a specified schedule; and may implement across-the-board changes in schedule under certain circumstances.” "Exempt" employment status largely works against the employee in practice.