Docking

The FLSA (Fair Labor Standards Act) restricts the docking of employees' pay. Many times employers' decisions on docking will push an employee from an exempt classification to a non-exempt, or push an employee whose pay has been docked into court. Employers must know the FLSA regulations that determine who they can dock and under what circumstances; how paid leave banks factor into docking decisions; and how to handle pay docking when issues like damage to company property and inclement weather are involved.

 

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NEWS/ARTICLES

Docking Pay During Inclement Weather Closings: Exempt vs. Non-Exempt Employees

 

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FAQs

1. When can exempts' pay be docked without jeopardizing their exempt status?
2. What deductions can't an employer make from exempts' pay?
3. May an employer withhold pay from a non-exempt employee who fails to turn in a time sheet for the week?
4. Does deducting from a paid leave bank for partial-day absences (e.g., when an employee leaves a couple of hours early to go to a doctor's appointment) affect exempt employees' status?
5. Can an employer dock employees' pay for circumstances beyond their control, such as inclement weather?
6. Is it legal to dock an hourly employee's pay for inadvertent damage to company property?