Q. Can we deduct something from an’s pay if he takes time off, comes in late or leaves early after he’s used up all of his leave time? — M.C., Virginia
A. If you have an established policy, you can charge back against an employee’s bank of sick time for his or her time off, lateness or early leaving that’s related to illness. Once that bank is exhausted, you can only deduct full-day absences.
Wheneverwork any part of the workday, you must pay them for that full day. You’re not permitted to discipline the offending employee by docking his or her pay. While you should turn to your progressive-discipline policy instead, you can only suspend without pay in whole-week increments!
(To read our free white paper, Designing a
Like what you've read? ...Republish it and share great business tips!
Attention: Readers, Publishers, Editors, Bloggers, Media, Webmasters and more...
We believe great content should be read and passed around. After all, knowledge IS power. And good business can become great with the right information at their fingertips. If you'd like to share any of the insightful articles on BusinessManagementDaily.com, you may republish or syndicate it without charge.
The only thing we ask is that you keep the article exactly as it was written and formatted. You also need to include an attribution statement and link to the article.
" This information is proudly provided by Business Management Daily.com: http://www.businessmanagementdaily.com/3026/punishing-exempt-worker-who-exceeds-leave-time "
- After poor-performing worker complains about e-mail, should we follow through on plans to fire?
- Attendance policies: Control absenteeism without breaking the law
- Tell Supervisors to Make FMLA a 'Work-Free Zone'
- When deciding on employee discipline, you don't have to be absolutely right--just fair
- Coaching costs less than hiring new employees