How is a non-exempt employee's salary best compared to payment *per objective* versus an exempt employee's salary?
Answer
For non-exempt staff, the objective is clocking the required hours, and pay is adjusted hour-by-hour.
For non-exempt staff, the objective is clocking the required hours, and pay is adjusted based on those hours, whereas for exempt staff, the objective is usually completing the role's duties.
Related Questions
Does being a "salaried" employee automatically mean one is "exempt" under the FLSA?For a non-exempt salaried employee, what generally happens if they leave early without prior approval?What is the core protection regarding pay for an exempt salaried employee who performs *any* work during a week?Under which circumstance can an employer legally reduce the salary of an otherwise exempt employee?According to federal guidelines, what type of absence generally prevents an employer from docking pay for an exempt employee, even if it is less than a full day?How does company policy relate to the legal floor for pay protection concerning exempt employees leaving early?If an exempt employee frequently leaves early after finishing work, what recourse does the manager have that does *not* involve docking pay?How is a non-exempt employee's salary best compared to payment *per objective* versus an exempt employee's salary?Does the Family and Medical Leave Act (FMLA) provide a circumstance where an employer *can* reduce the salary of an exempt employee?What proactive documentation step is suggested for an exempt employee who finishes early and plans to sign off?For a disciplinary suspension to justify docking the pay of an exempt employee, what requirement must the suspension meet regarding duration?