Operation Recovery

[tracker]

The company should be in big trouble for even suggesting this idea. I'm no lawyer, but I'm fairly certain the Fair Labor Standards Act (FLSA) prohibits employees working with no compensation. Call it what you want (an act of kindness/volunteering/etc.) but the federal government considers it time worked. Am I right on this one?? Anyone know for sure?

 

[skyflyr69]

"What can the company do, or the Federal Government, for that matter. The sick calls were not a union-sanctioned job action, hence, the IAM did nothing wrong. The Feds won't do jack about this."


wanta bet? those responsible are TOAST. don't screw with W.

 

[tracker]

Hi, PineyBob,

Quite honestly, it's not all that important to me. Just curious, is all. :unsure:

But as someone with some HR experience at my own business (granted not much of it!) this whole thing just seems a bit odd. As far as the FLSA is concerned, doesn't the issue of exempt vs. non-exempt (for airline employees) pertain to overtime only? Have no clue how a CBA would affect that -- Will have to look that one up. 🙂

Define compensation? In a group with a CBA such as IAM you are clearly correct. BUT even then if you offered a CBA covered group "Comp Time" (i.e work today in exchange for a day off next month) and the union signed off on it the company would be protected.

In this case they are asking salaried employees and there the water gets murky. Exempt versus Non-Exempt employees. Even hourly employees in a non union environment can be offered "comp time" with no violation as long as the practice is not used to circumvent FLSA.

tracker how important is the answer to you? I'm no expert but that's what I remember from Management Development classes. We have a FFOCUS member who is an attorney practicing in a closely related field. I can forward the question to him and post his response here if you like?

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