In this Issue:
To Track Or Not To Track . . .
The Ledbetter Fair Pay Act of 2007
Employing Individuals With Disabilities Can Save Time And Money
To Track or Not to Track . . .
We are frequently asked whether it is appropriate--or legal--for employers to keep track of the hours worked by salaried exempt workers. After all, if they are exempt from overtime and paid a salary for their work, what is the point of keeping track of their hours? If an employer tracks exempt workers' hours, could the workers be considered hourly employees and entitled to overtime?
There are many reasons why an employer may decide to track the hours worked by an employee, even if they are properly exempt. For example, some employees' wages are funded by grants or other charitable gifts that require certain worker hours be dedicated to certain tasks, thereby requiring the recording of hours for reporting purposes. Some employers track hours to assess worker productivity, and others keep up with
