Federal Law > Handbooks - Policies > FLSA Safe Harbor Policy

FLSA Safe Harbor Policy

 

It is your Employer's policy to accurately compensate employees and to do so in compliance with all applicable state and federal laws, including but not limited to the Fair Labor Standards Act (FLSA) and the Department of Labor Rules relating to the FLSA. 

Review Pay Stub and Report Mistakes

We make every effort to ensure our employees are paid correctly.  Inadvertent mistakes can happen, and when mistakes are called to our attention, we will promptly make any corrections necessary.  Please review your pay stub when you receive it to make sure it is correct, and report any mistakes to the appropriate person as described below. 

Non-exempt Employees

If you are classified as a non-exempt employee, you must maintain a record of the total hours you work each day. These hours must be accurately recorded on a time card that will be provided to you.  Each employee must sign the time card to verify that the reported hours worked are complete and accurate.  After you receive your pay check, please verify immediately that you were paid correctly for all regular and overtime hours worked each work week.

No Unauthorized Work. You should not work any hours that are not authorized.  Employees are prohibited from performing any "off-the-clock" work. "Off-the-clock" work means work you may perform but fail to report on your time card.  Any employee who fails to report or inaccurately reports any hours worked will be subject to disciplinary action, up to and including discharge.

Falsification of Time Card. It is a violation of the Company's policy for any employee to falsify a time card, or to alter another employee's time card. It is also a violation of Company policy for any employee or manager to instruct another employee to falsely report hours worked or alter another employee's time card to falsely report hours worked.  If you are aware of either of the above policy violations, you should report it immediately to the Human Resources Department or as described below.

Exempt Employees

If you are classified as an exempt salaried employee, you will receive a salary which is intended to compensate you for all hours you may work for the Company.  This salary will be established at the time of hire or when you become classified as an exempt employee.  While it may be subject to review and modification from time to time, such as during salary review times, the salary will be a predetermined amount that will not be subject to deductions for variations in the quantity or quality of the work you perform.

Possible Deductions from Salary. Under federal and state law, your salary is subject to certain deductions.  For example, absent contrary state law requirements or applicable contract requirements, your salary can be reduced for the following reasons:

Deductions from pay are permissible when an exempt employee: is absent from work for one or more full days for personal reasons other than sickness or disability; for absences of one or more full days due to sickness or disability if the deduction is made in accordance with a bona fide plan, policy or practice of providing compensation for salary lost due to illness; to offset amounts employees receive as jury or witness fees, or for military pay; for penalties imposed in good faith for infractions of safety rules of major significance; or for unpaid disciplinary suspensions of one or more full days imposed in good faith for workplace conduct rule infractions. Also, an employer is not required to pay the full salary in the initial or terminal week of employment, or for weeks in which an exempt employee takes unpaid leave under the Family and Medical Leave Act.

Reporting Concerns

If you have questions, or if you know of any violations of this policy, or if you believe you have been subject to any improper deductions or your pay does not accurately reflect your hours worked, you should immediately report the matter to the Human Resources Department.  If you are unsure of whom to contact or if you have not received a satisfactory response within five business days after reporting the incident, please immediately contact the Company President or use the Company hotline at 1-800-xxx-xxxx. 

Investigation/Discipline/No Retaliation

Every report will be fully investigated and corrective action will be taken where appropriate, up to and including discharge for any employee who violates this policy.  In addition, the Company will not allow any form of retaliation against individuals who report alleged violations of this policy or who cooperate in the Company’s investigation of such reports.  Retaliation is unacceptable, and any form of retaliation in violation of this policy will result in disciplinary action, up to and including discharge.
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