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October 28,
2002 Issue
Readers Ask: "How can I pay
exempt staff 'extra' compensation without violating the Fair
Labor Standards Act?"
Thanks to
Astronology reader Milvana Grzan, of Memorial
Sloan-Kettering Cancer Center, New York, NY, for providing
this issue’s topic. Ms. Grzan asks how an organization can
provide extra compensation to exempt staff without violating
the Fair Labor Standards Act (FLSA).
To fully examine this issue, it is important to understand
the complications of today’s working world that make FLSA
issues difficult to address. A law that was created in the
late 1930’s does not have the same applicability in today’s
workplace. And yet, as human resource professionals, we need
to ensure our organizations maintain legal compliance.
Before addressing the question at hand, it is necessary to
understand several key FLSA concepts that impact the payment
of extra compensation to exempt staff, especially on an hour
for hour basis.
To be exempt under the FLSA, an employee must be paid on a
salary basis. This means that
- the employee must receive the same amount of pay in
every paycheck, no matter how many or how few hours were
worked in the pay period, and
- the employee’s pay is not subject to reduction based
on quality or quantity of the worked performed.
The FLSA defines work as “all activities which benefit the
employer and which the employer knows or has reason to know
the employee is performing.”
Providing performance incentives to your firm's top exempt
performers often improves retention and keep them from
moving on to another employer. But can you legally provide
financial incentives to exempt staff without jeopardizing
their exempt status for federal overtime purposes?
For many years, paying exempt salaried employees extra
compensation for hours worked beyond their regular schedules
may have compromised their exempt status. However, U.S.
Department of Labor (DOL) regulations and recent court
rulings appear to be moving towards more employer
flexibility in providing additional compensation to exempt
employees for extra hours worked.
Under federal wage and hour law, many managers and employees
are considered exempt from overtime under the so-called
"white-collar" exemptions. These exemptions for executive,
administrative, and professional employees apply if two
criteria, a duties test and a salary test, are met.
Generally, this means that they must perform certain duties
as specified by the law and they must be paid on a salary
basis. The salary test requires that the employee be paid a
guaranteed salary of at least $250 per week. According to
DOL regulations, an employee is paid on a salary basis if
the worker receives a predetermined amount of compensation
each pay period that is not subject to deductions based on
the quantity or quality of work performed (29 CFR
§541.118(a)).
It should be noted that alternatives to the $250 per week
salary test permit payment of a lower salary. These
alternative tests, however, require that additional duties
also be performed. Also, doctors and lawyers are excluded
from the salary requirement and may be paid hourly without
losing their exemption as professionals.
But does the payment of additional compensation to salaried
employees for extra hours worked conflict with the concept
of being paid a salary? Although the DOL has long held the
position that it does not conflict, several courts ruled
otherwise. Now that view appears to be shifting. More recent
court rulings have held that paying salaried workers for
overtime does not affect their status as exempt employees.
DOL regulations state that the predetermined amount of pay
may constitute "all or part" of an employee's total
compensation (29 CFR §541.118(a)). The rules also explain
that receiving additional compensation, besides the
predetermined salary amount, is not inconsistent with being
paid on a salary basis (29 CFR §541.118(a)). Therefore, it
does not affect an employee's exempt status. In addition,
the DOL's field instructions to its investigators stipulate
that if employers choose to provide additional pay to exempt
salaried employees, they may do so on any basis, i.e., at
time and one-half, at straight-time, or at a flat rate.
Looking to recent court cases for guidance, in Brock v.
Claridge Hotel and Casino (1998), the 3rd U.S. Circuit
Court of Appeals ruled that additional compensation paid to
salaried employees defeated their salary status and rendered
them ineligible for the executive exemption from overtime.
In Brock, the employees had been guaranteed a minimum
weekly salary of $250 and were paid by the hour additional
compensation over the minimum, according to the number of
hours that they worked. In practice, the employees rarely
ever relied on the guaranteed minimum because they were paid
a high hourly rate and, in a normal workweek, their pay well
exceeded the minimum. The court concluded that the guarantee
bore no relation to the method by which they were paid and
their pay structure more closely resembled an hourly pay
rate.
In 1997, the same court heard Boykin v. Boeing Co. In
Boykin, employees compensated with a set salary for a
standard forty hour workweek were also paid premium rates
for hours over forty. The court ruled that this practice did
not violate the salary basis test because salaried employees
receiving additional pay at an hourly rate had no fear of
having their compensation docked on the same basis. This
suggests that salary deductions, not additions, are of most
concern. Other federal appellate courts in the 4th, 5th,
6th, 8th, and 10th Circuits have concluded likewise, as have
courts in Alabama, Connecticut, the District of Columbia,
Georgia, Illinois, Indiana, Louisiana, Massachusetts,
Michigan, New York, and Pennsylvania.
DOL guidance clearly permits employers to compensate exempt
salaried workers for overtime on an hourly basis without
losing their exempt status. Although not all jurisdictions
have weighed in on the issue, recent court rulings seem to
permit such payments. These rulings give employers more
flexibility to pay exempt salaried workers additional
compensation for work over and above their regular
schedules.
But other factors may destroy the exemption. For example,
deductions from a salaried worker's pay, if not made in
strict accord with DOL rules, can cancel the exemption.
Setting a guaranteed salary so low as to be meaningless may
also be suspect. And if an employee's salary is, in reality,
entirely dependent upon hours worked, courts are likely to
find the practice inconsistent with salaried status.
Astron Solutions strongly recommends discussing this issue
with appropriate legal counsel. Organizations with the
desire to compensate exempt employees for working
extraordinary hours might want to consider an option one of
our clients implemented. This organization informally tracks
the extra hours exempt employees work. At the end of each
quarter, this data is reviewed and given consideration when
determining quarterly exempt performance bonuses. In many
cases, the bonus often coincides with the number of extra
hours the exempt employee works.
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Copyright 2007, Astron Solutions, LLC
ISSN Number 1549-0467
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