аЯрЁБс>ўџ 79ўџџџ6џџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџџьЅС#` №Пbjbj\.\. 4>D>D џџџџџџЄZZZZZZZnRRR8Š –nКьООООО™ ™ ™ лнннннн$ІhbZш ™ ™ ш ш ZZООл\z z z ш ‚ZОZОлz ш лz z Vџ@ZZŸОВ А[іˆзШRj j? лrHКKTpд <pŸpZŸ<™ 0Щ "z ы  с™ ™ ™  j™ ™ ™ Кш ш ш ш nnnфRnnnRnnnZZZZZZџџџџ HR: 4030 HRD: 1144 DEDUCTIONS FROM EXEMPT EMPLOYEES’ PAY Definitions Nonexempt Positions – Positions that are covered by the minimum wage and overtime provisions of the Fair Labor Standards Act or state law. All positions are considered to be non-exempt unless they fall within one of the exemptions. Generally, this means that any position that pays less than $455 per week (except for doctors, lawyers, teachers, outside sales employees, and 20 percent business owners) and is not classified, by law, as an executive, administrative, professional or certain computer positions is covered by the minimum wage and overtime provisions. Persons in these positions are required to complete a timesheet in accordance with HR 4020, Compensation and Timesheet Recording. Exempt Positions – Positions that are exempt from the minimum wage and overtime provisions of the Fair Labor Standards Act or state law. These include positions that are classified, under law, as executive, administrative, professional, outside sales and certain computer positions. Persons in exempt positions are not required to complete a timesheet. Policy The ТщЖЙжБВЅ will not subject exempt employees’ pay to deductions in violation of salary pay rules issued by the United States Department of Labor and state government, as applicable. The College may make deductions from exempt employees’ salaries to the extent that it is permitted by applicable law, including but not limited to, deductions for unpaid Family and Medical Leave Act leave, deductions for suspensions due to violations of safety rules of major significance, and deductions for suspensions due to violations of workplace conduct rules. Exempt employees will be reimbursed in full to the extent required by law for any isolated, inadvertent, or improper deductions as defined by law. Concerns and complaints about any salary pay deductions from exempt employees should be promptly directed to the Executive Director of Human Resources for a resolution. Within 20 business days of receiving the complaint, the Executive Director of Human Resources will make a determination as to whether the pay deductions were appropriate and provide the employee with a written response. Reference: Fair Labor Standards Act (29 CFR 541.603); Maryland’s Wage Payment & Collection Law, Md. Code Ann., Labor & Employment, section 3-501 et. Seq.; HR 4020, Compensation, Overtime and Timesheet Recording. For more information contact: Executive Director of Human Resources, 301-934-7724. 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