Larry Hogan’s veto to pass the Maryland Healthy Working Families Act (“The Act”), … The salaried employee should receive his entire pay regardless of the number of hours or days he works, except when permissible deductions apply. Maryland Department of Labor An employer may, however, deduct any of the hours of missed work from an employee's ac-crued leave reserves (e.g., vacation, sick leave, compensatory time, etc.) Docking the pay of exempt employees is only permissible in certain circumstances. This includes the right to minimum wage and compensation for overtime. Salaried Employees: No Overtime * Executive * Administrative * Professional; Hourly and Non-Executive, Non-Administrative and Non-Professional Employees: May Receive Overtime; Independent Contractors; Minimum Wage and Overtime Exemptions; Overtime Only Exemptions If you believe your employer has failed to provide you adequate compensation for your work, contact The Law Offices of Peter T. Nicholl as soon as possible. Can you please explain what that means and how I would go about becoming exempt. This practice does not eliminate the obligation of an employer to pay overtime based on a mathematical calculation of the employee's average hourly wage to employees who are otherwise eligible. Any shift that goes beyond this standard is considered to be extended or unusual.Emergency situations, times of business transition, and when resources are scarce often require longer shifts. As of February 12, 2018, Maryland employers with 15 or more employees must begin offering paid sick and safe leave to their employees. Maryland labor laws require employers to provide employees under the age of 18 with a 30 minute break for every 5 consecutive hours of work. For instance, the current minimum wage (in 2014) is $7.25 per hour, with an automatic yearly increase up to $10.10 per hour as of 2018. One of the hottest HR topics right now is salary reductions for exempt employees. A Professional employee is one who is compensated on a salary basis at a rate of not less than $684 a week ($35,568 annualized; excluding board, lodging or other facilities), whose primary duty is the performance of work requiring the knowledge of an advanced type in a field of science or learning customarily acquired by a prolonged course of specialized intellectual instruction or requiring invention, imagination, originality or talent in a recognized field of artistic or creative endeavor. Remedies for Unpaid Wages e-mail: dldliemploymentstandards-labor@maryland.gov The rule increases the salary threshold for employees exempt under the executive, administrative, and professional exemptions (the “white collar exemptions”) from $455 per week (or $23,660 annually) to $684 per week (or $35,568 annually). II. Background: On January 12, 2018, the Maryland General Assembly overrode Gov. Salary Laws for Vacation & Sick Days. My employer monitors/tracks any unpaid overtime hours and incidental absence hours (illness, medical appts, personal business) that I work so that it is displayed as two separate banks (although we are told they are not "banked"). State employment laws identify minimum wage and pay day requirements, and regulate issues like labor union membership and the right to organize. Chamberlain, Kaufman and Jones is a law firm with a nationwide reputation in helping employees receive the wages they are due for all hours worked, specializing in overtime law specifically collection of unpaid overtime pay due under the Federal Fair Labor Standards Act (FLSA). Maryland labor and employment law overview including: EEO, Diversity and Employee Relations, Recruiting and Hiring, Wage and Hour, Pay and Benefits, Time Off and Leaves of Absence, Health and Safety and Organizational Exit. Many employers are faced with a choice of laying off employees, or using other tactics to reduce payroll. For Executive, Administrative and Professional employees receiving salaries, an employer may not generally deduct or "dock" from wages any amount of time for missed work which is less than a full day. The Fair Labor Standards Act (FLSA) classifies employees as exempt and non-exempt from minimum wage and overtime requirements. This booklet is not exhaustive, however, and should not be cited as legal authority or used as a substitute for legal advice. The state will adapt to the WIOA as needed. The same rules apply to non-exempt salaried employees. The information contained within identifies and discusses many fundamental elements of the Maryland law, and attempts to address many of the most often asked questions. When employers reduce exempt employees’ salaries, they must take certain precautions to avoid breaking the law. Salaried Employees: No Overtime - The Maryland Guide to Wage Payment and Employment Standards. I am a salaried exempt employee in Maryland. 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