How many hours is a salaried exempt employee required to work?

An exempt salaried employee is typically expected to work between 40 and 50 hours per week, although some employers expect as few or as many hours of work it takes to perform the job well.

Do exempt employees need to make up time?

If an exempt, salaried employee shows up for work, even if it’s just for 15 minutes, he or she must be paid for the entire day. That’s the rule. The employer can discipline, fire, or demote the employee. But it cannot dock the employee’s pay.

How many hours a day can an exempt employee work?

1. Employees who are exempt can work over 40 hours without additional compensation. Here’s why: the FLSA and state fair labor standards legislation requires employees who work more than 40 hours in any work week to be paid time-and-a-half for those hours.

Does an exempt employee have to work 40 hours a week?

Exempt employees are not covered by most California wage and hour laws. However, in order to qualify as an exempt employee, an exempt employee must be paid a salary of no less than twice (2x) the California minimum wage based on a 40-hour workweek. Exempt employees may include: Independent contractors.

How many hours a week can an exempt employee work?

40 hours
Maximum hours an exempt employee can be required to work The law does not provide a maximum number of hours that an exempt worker can be required to work during a week. This means that an employer could require an exempt employee to work well beyond 40 hours a week without overtime compensation.

What is an overtime exempt employee?

Exempt employees are exempt from California overtime laws. This means that, if you are an exempt employee, your employer does not need to pay you time and a half if you work more than eight hours in a workday, or more than 40 hours in a workweek, or otherwise “work off the clock.”

Are there any protections for exempt employees?

The only real “right” that the exempt employee has under FLSA is to be paid their guaranteed minimum salary in any week that they perform some work. However, this doesn’t mean that exempt employees have no rights at all. They are only exempt from FLSA protections, not all worker protection laws.

Can you get fired for refusing to work overtime?

At-Will Employment. The short answer is that, yes, you can fire an employee for refusing to work overtime. As long as the reason for firing an employee isn’t discriminatory or retaliatory as prohibited by law, “at-will employment” means that you can fire your employee at any time for any reason.

Can I give an exempt employee unpaid time off?

Full Weeks of Unpaid Time Off. According to the U.S. Department of Labor, an employer is not required to pay an exempt employee during a workweek in which no work was performed. This means that an employer can require an exempt employee to take off a full week and not lose the employee’s exempt status.

What is the minimum salary for exempt?

The minimum salary requirement for exempt employees according to the Fair Labor Standards Act ( FLSA) is $23,600 per year or $455 per week. However, the exempt salary minimum alone does not classify an employee as exempt. Salary level is one of three tests used to determine employee exempt status.

What are exempt and non exempt employees?

A non-exempt employee is an employee who is “not exempted” from FSLA requirements. These employees are hourly workers who earn at least the federal minimum wage and must be paid time and a half for overtime hours worked.