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Anyone familiar with US FLSA?

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Elysiana:
Right - however, FSLA seems to suggest that no matter how many hours are worked in a day, they cannot DOCK your pay. They can reprimand you or take disciplinary action, but they can't dock you 4 hours of pay because you were 1.5 hours late one day... especially if you worked more than 40 hours the rest of the week. If I understand it correctly, that is.

I'm not sure if it's worth looking into all this - none of it has affected me directly (yet) but it does affect those I work with.

Even if it's not protected by law, it's still a crappy way to run things. Essentially we're called salaried, but we work like hourly employees if it benefits the company.

Redball:
I'll raise your questions with the HR lady at a local nonprofit in the next few days. I'll be tentative about it, because I'm president of the nonprofit's board, a little reluctant to ask personal favors. In a former life as a newspaper reporter, I might have asked my state's labor department's wage-hour division.

benji:
I have a friend who's got an MA in HR management. If I remember, I'll ask her when I see her next.

Generally, I think it comes down to whatever the contract says.

Elysiana:
From what I can find online, it'll depend on the state too. Our company is based in a different state than where we work, so I'm not sure which one's laws would apply.

Also, I thought "exempt" just meant you're exempt from getting overtime - not from the fair labor laws entirely. There are labor laws that apply specifically to those with exempt status... right?

Redball:
I'm pretty sure that's correct. Laws of the state you're in would apply, I think. And a quick reading suggests that Alabama may not have much regulation. I suppose that means federal law would apply, but I don't know.

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