Winter weather is fast approaching so employers should dust off their policies and wage and hour knowledge when it comes to the compensation requirements for employees whose employment might be affected by weather-related business closures and reduction in work hours.
Overtime-exempt employees
Subject to certain exceptions, the Fair Labor Standards Act (FLSA) requires employers to pay exempt employees their full salary for any week in which an exempt employee performs any work. An employer may not make deductions from an exempt employee's salary for absences caused by the employer or by the operating requirements of the business.
If an exempt employee is ready, willing, and able to work, deductions from the employee's salary may not be made when no work is available. If a business is closed three days in a single week due to a snowstorm, but an exempt employee works two days that same week, the employee must receive his or her full salary for that week; no deductions from the predetermined salary may be made for the three days that the business was closed. However, if an employer's office is closed for the entire work week and an exempt employee performs no work that week, then the employee does not need to be paid their regular salary for that week.
Employers may lawfully make deductions from exempt employees' salary for full-day absences due to personal reasons, other than sickness or disability. For example, if an office is open for business but an employee is unable to...
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