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Employee Wages

When can I lower my employees pay?

Ideally, the answer to this question is never. However, the reality is, business needs may warrant this difficult decision. In all cases, the reduction should never be based on a discriminatory reason and employees should be provided an updated job description.

Employees paid on an hourly basis should be paid in accordance with wage and hour laws and provided an updated Wage Theft Prevention Notice and Change in relationship document.

Employers who wish to change an exempt employees’ wages must be mindful of salary basis requirements and that the duties meet the exemption criteria. The employee should also be provided new notices and an updated job description. The new pay rate for any employee cannot take effect until after notice is provided to the employee.

Practice Support offers resources to help with these transitions.

If I require my employees check their temperature from home prior to reporting to work and the employee indicates an elevated temperature and per practice policy should not report to work, do I owe my employees any wages?

Yes. If you require your employee to take their temperature prior to arrival at the practice the employer is in control of the employees time and the employee should be compensated. If the employee reports an elevated temperature and is unable to report to work per practice policy the employee would be owed wages in accordance with Reporting Time Pay law. The employee must be paid for half the usual or scheduled day's work, but in no event for less than two hours nor more than four hours, at his or her regular rate of pay. In addition, the employee may also be offered the use of any unused paid sick leave time to make up the difference of the workday scheduled hours.

Further, if an employee is asked to return home due to a positive response to the screening questions or a documented fever, employers should comply with the provisions of reporting time pay, mandated paid sick leave and eligibility under FFCRA.


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