If an exempt employee frequently leaves early after finishing work, what recourse does the manager have that does *not* involve docking pay?
Answer
Issuing written warnings or placing the employee on a performance improvement plan regarding schedule adherence.
While pay might not be docked for partial-day absences, a manager has significant latitude to manage attendance and conduct through disciplinary means like written warnings or termination for violating attendance policy.
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?