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Old 11-16-2010, 10:27 AM
 
Location: Northern Virginia
1,418 posts, read 3,456,102 times
Reputation: 436

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this issue here is whether you are SALARIED NON-EXEMPT or EXEMPT (SALARIED). A salaried non-exempt staff member will be paid hourly essentially. They are paid a salary for convenience of payroll, but you are still owed for actual hours worked only. An exempt staff member has a fixed salary week to week and no matter how few or how many days are worked, your rate cannot be docked, except in the first and last weeks of work for proration purposes.

Honestly since you don't have an offer letter, you know really know what you were...but that is neither here nor there at this point.

You should be paid for training/shadowing, so I'd also CALL the CT DOL (they are very easy to get to believe it or not) and also make mention of the final pay issue and timliness (or lack thereof).
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Old 09-05-2012, 05:21 AM
 
1 posts, read 614 times
Reputation: 10
Awesome... My boss is more than happy to work you way over finishing time but as soon as you leave early your pay gets cut! Am I able to accrue the overtime I work for when I want to leave early or doe it just get wasted? My pay slip also states my salary of $40000 and a hourly rate of $20 which doesn't change.. Even if I only get payed say $1400 for the fortnight ....???
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Old 09-06-2012, 11:04 AM
 
5,989 posts, read 6,781,844 times
Reputation: 18486
Move on. Clearly, they didn't like you. Get some honest feedback from someone you trust about why this may have happened - maybe you rubbed them the wrong way? Learn something from it and move on.
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Old 09-06-2012, 08:23 PM
 
Location: Tampa FL
293 posts, read 782,284 times
Reputation: 122
My OP was from 2010, not sure why this was bumped?
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Old 09-06-2012, 08:27 PM
 
Location: On Earth
399 posts, read 705,202 times
Reputation: 596
The Dept of Labor will have the answer to this one. I want to say they should pay you for the week, but since you just started and only worked 2 1/2 days, it may be just a matter of hours. Who knows. JMHO

Quote:
Originally Posted by JayCT View Post
I would CALL the Department of Labor on this one. They could easily answer it. Jay
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