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    MINIMUM HOURS MAY BE REQUIRED FOR EXEMPT EMPLOYEES
    A recent wage and hour opinion letter makes it clear that an employer may require exempt employees to work a specific number of hours (45 or 50 a week in this example) and to make up work lost due to personal absences of less than a day. Employees, however, may not have their salary docked for failu [...]


    MINIMUM HOURS MAY BE REQUIRED FOR EXEMPT EMPLOYEES

    A recent wage and hour opinion letter makes it clear that an employer may require exempt employees to work a specific number of hours (45 or 50 a week in this example) and to make up work lost due to personal absences of less than a day. Employees, however, may not have their salary docked for failure to meet either of these requirements, but consistent failure to observe the proposed requirements will result in “discipline up to and including discharge.” In the opinion letter, this procedure was blessed with the caveat that an employee could not be required to make up the time. Moreover, failure to work the specified hours could result in discipline, including a suspension, which suspension would not be a “workplace conduct rule violation”, for which an employer may impose a disciplinary suspension for one or more full days, but rather discipline, short of termination, would have to be disciplinary suspension of at least one week. FLSA 2006-6

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