Q: We have an exempt employee who is in the National Guard. He requested a single day off for duty. Since he’s a salaried employee and he’s working during that pay period do we have to pay him his full salary?
A: As with jury duty, you do have to maintain the salary of exempt employees during temporary military leave unless the leave is for a full workweek or more. You can, however, offset his salary with his military pay so that he’s not making more while on leave. Since you should treat military leave at least as favorably as other types of comparable leave, you should only do a salary offset if you also do so with people on jury duty.
Vigilant employer counsel can help to further explain exempt employee rights and general leave laws. Contact us for more information.
This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult legal counsel.