At Leeds West Groups, salary pay is administered in compliance with the Fair Labor Standards Act (FLSA) and applicable state wage and hour laws.

Quick Answer
Salary is based on an annual agreed-upon wage paid in equal installments each pay period, subject to limited, legally permitted deductions in specific situations.

How Salary Pay Works

• Your annual salary is divided evenly across pay periods (26).

• Salary pay is intended to compensate you for performing your job responsibilities, not for a specific number of hours worked.

• Salary pay is subject to applicable taxes and authorized deductions.

Work Hours Expectations for Salaried Roles

While salary pay is not based on a specific number of hours worked in a day or week, certain salaried roles may still have expected work schedules or minimum weekly hours based on business needs, operational requirements, or role responsibilities.

• Salaried team members are expected to meet the demands of their role, which may include working varying hours as needed.

• Required meetings, scheduled shifts, coverage needs, or operational responsibilities may require salaried team members to work specific hours or days.

• Meeting work schedule expectations is a performance expectation, even though pay is not calculated hourly.

Work hour expectations do not change a role’s salary classification or pay structure and are separate from how salary pay is calculated under applicable wage and hour laws.

When Salary Pay May Be Reduced (Permissible Under the FLSA)

Federal law allows salary pay to be reduced only in certain situations, including:

• Full-day absences for personal reasons
  If you take a full day off for personal reasons other than illness or disability, salary may be reduced for that full day.

• Full-day absences due to illness or disability
  Salary may be reduced for full-day absences if you are not eligible for paid leave under the applicable leave policy or plan.

• Initial or final week of employment
  Salary may be prorated during your first or last week of work if you do not work the full week.

• Unpaid leave under the Family and Medical Leave Act (FMLA)
  Salary may be reduced proportionally for time taken as unpaid FMLA leave.

• Disciplinary suspensions
  Salary may be reduced for unpaid disciplinary suspensions of one or more full days imposed in good faith for violations of workplace conduct rules.

• Safety violations of major significance
  Deductions may be made for penalties imposed in good faith for significant safety violations.

Important Things to Know

• Salary deductions are strictly limited by law and cannot be made arbitrarily.

• Partial-day deductions are generally not permitted, except in specific legally allowed circumstances (such as FMLA).

• Exemption from overtime is determined by job duties and pay structure, not salary alone.

Need More Help?
Our HR team is here to offer support and guidance. If you have questions about how your salary is calculated, a reduction you see on your paycheck, or your exemption status, you are always welcome to reach out. You can submit a ticket anytime by visiting: https://leedswestgroups.happyfox.com/new/