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How should exempt employees' full day absences be treated if they work 40+ hours the rest of the week?

We are required by federal grant requirements to have record of time worked, even by exempt employees. Some exempt employees miss days but then "make up" the time throughout the workweek. For the most part, they get their work done. We have a PTO bank that accrues with each pay period. Any advice on how others handle exempt employees in similar situations would be appreciated.

Answers

Anonymous
(Financial Analyst) |

Very important question... Will b waiting for experts input...

I personally believe it should be considered a PTO regardless. Probably vary from manager to manager

EMERSON GALFO
Title: CFO
Company: C-Suite Services
LinkedIn Profile
(CFO, C-Suite Services) |

Are you conflating the federal grant requirement with your PTO policy?

I may be wrong (and those with Fed contract experience can chime in...and I will stand corrected) IMO, the requirement is to have records of time worked.... the AMOUNT of time worked or to what classification of VL/SL or PTO the missed days are, are immaterial.

Your PTO policy (however you decide what applies to PTO) is a separate matter.

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