Case Studies
Enhancing Employee Benefits While Saving $312K Annually
Company X, an IT services company based in Northern California, employs 150 professionals dedicated to delivering cutting-edge technology solutions. Despite their focus on innovation and employee well-being
Streamlining Benefits Enrollment for a Large Medical Practice
J Associates is a large medical practice located in the East Bay, employing 60 healthcare professionals dedicated to providing exceptional medical care. As a growing organization
Maximizing Savings with Level-Funded Plans for a Bay Area Employer
S Inc. is a dynamic company based in San Jose, CA, employing over 150 professionals. Known for its innovative approach and young workforce, S Inc. had been providing its employees with fully insured health plans
Question of the week
Can I track hours worked by exempt employees?
You can, but we generally recommend not tracking unless you’ve got a legitimate business reason for doing so. Most exempt employees don’t expect to have to track their hours and will likely bristle at the idea. After all, not having to punch a clock is considered one of the major benefits of being exempt.
That said, there are valid business reasons for tracking exempt employee hours, including client billing, grant compliance, and accurate allotment and tracking of Family and Medical Leave Act leave.
If you choose to track the hours of exempt employees, make sure the information isn’t used to take deductions unless they’re allowed under both state and federal law. Impermissibly prorating an exempt employee’s salary based on hours worked could result in the loss of the exemption as well as wage and hour claims.
