Search results
Results From The WOW.Com Content Network
The Fair Labor Standards Act (FLSA) does not require payment for time not worked, such as vacations or holidays (federal or otherwise). These benefits are generally a matter of agreement between an employer and an employee (or the employee's representative).
A: Under federal law, there's generally no requirement to pay non-exempt employees a premium for working on a holiday, unless it results in the employee working more than 40 hours in the workweek.
Under federal rules, you may make deductions from exempt employees' salaries for unpaid disciplinary suspensions of one or more full days imposed in good faith for serious misconduct, such as sexual harassment, workplace violence, drug or alcohol use, or for violations of state or federal laws.
A: Employers are generally permitted to require non-exempt employees to work the day before and after a company holiday in order to receive holiday pay. Typically, employers don't apply this policy to employees who scheduled the time off in advance.
All exempt employees are paid for holidays when the company is closed. If such employees aren’t paid, the employer risks the status of the exempt employee being changed to non-exempt status, at which point employees can be paid overtime for the additional time worked over the ordinary 40 hours.
The FLSA contains some exemptions from these basic standards. Some apply to specific types of businesses; others apply to specific kinds of work.
For covered, nonexempt employees, the FLSA requires overtime pay at a rate of not less than one and one-half times an employee's regular rate of pay after 40 hours of work in a workweek.
Employers must pay covered, non-exempt employees overtime premiums for every extra hour if they work more than 40 hours in a workweek. This rule applies whether the worker is paid an hourly rate, salary, piece rate, commission, or any other compensation method.
Exempt employees. For exempt employees, companies are legally required to pay their normal salary when the office is closed for a holiday; the paycheck of an exempt employee should look no different than it would on a normal work week. Businesses open on holidays.
Exempt employees (that is, salaried employees who are “exempt” from wage and overtime requirements and do not receive overtime) who are given the day off must be paid their full weekly salary if they work any hours during the week in which the holiday falls.