@bikepedantic is the use of an hour a company requirement?
I assume you’re salaried, and I gather you’re in the US. This means that your employer can only force you to use time in full-day and half-day increments. If you work more than half a day you are entitled to a full-day’s pay with no use of paid leave required.
@LhasaCM@bikepedantic This is a federal law (Federal Labour Standards Act - FLSA), but strangely the Federal government has exempted itself from many of these rules. I’ve never worked on Federal payroll, so I must admit I don’t know.
@kaleb@bikepedantic I'm not familiar of anything in the FLSA that governs how leave time is charged; FLSA is very clear that work time is paid time, but leave allowances are "generally a matter of agreement between an employer and an employee (or the employee's representative)."
FLSA does apply in general, though when it comes to overtime and cash vs. comp. time considerations, though many federal employees are considered FLSA-exempt in that realm under the law's test in Section 13(a)(1)
@LhasaCM@bikepedantic it ultimately comes down to whether an FLSA-exempt employee meets the standards for exemption. If an employer deducts pay in less than full-day or half-day increments the employee may no longer meet the standards for exemption making the employer liable for overtime and other FLSA requirements.
@kaleb@bikepedantic If the worker is salaried, yes. But as a Federal employee, my pay is hourly even if the expectation is that I 'cover' 80 hours per pay period (and gets to the earlier point about how not all provisions of the FLSA apply in the federal realm because of other competing laws/rules governing pay, such as that pesky little Title V)
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