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We have a time off policy that allows exempt employees to accrue paid personal time during the year.
Do others out there think it is a reasonable policy that if an exempt employee is going to be out for personal reasons for more than 4 hours in a given work day, that we deduct time from their accrued "personal time"? (not deduct pay, simply deduct their paid time off)
Is the practice generally to deduct only the time that exceeds 4 hours (i.e. if they were out 6 hours, deduct only 2) or if they are out for 6 hours we deduct the full 6?
The point here is not to correct absenteeism, rather to allow flexibility for the exempt employees, and have a policy in place that would discourage abuse of the system.
Any thoughts or suggestions would be more than welcome.
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| My understanding of it all is that you can only deduct full days from their PTO. Actually, the labor digest lays it out nicely, and I think you can deduct in 1/2 days increments. I've always been taught to be careful equating exempt people to "hours" in order to not jeopardize their exempt status. Our workplace policy is that exempt people take full days off work, so can avoid this problem.
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