Ah-ha: Found this
"/Federal law. Under the federal Fair Labor Standards Act (FLSA), a
deduction for loss or damage may be made if two conditions are met://
//
//The employee signed a written agreement prior to the shortage (at the
start of employment or when the policy related to deductions is adopted)
by which he or she agrees to such a deduction; and//
//The deduction does not bring the employee's hourly rate below the
minimum wage.
////The second criterion clearly applies to nonexempt employees.
Employees who meet the dual duties and salary tests are exempt from
minimum wage and overtime laws. For exempt employees, this type of wage
deduction is not allowed./"
Josh Reynolds, Chief Information Officer
SPITwSPOTS, www.spitwspots.com <http://www.spitwspots.com>
On 10/23/2014 04:52 PM, Travis Johnson via Af wrote:
This is the exact reason we implemented "profit sharing". Our
employees received bonuses based on how many installs/fixes/pick-ups
they did per month... however, the contract stated we could deduct for
any missing tools, damage to vehicles, etc.
Amazing that all of those type of problems disappeared almost
instantly. :)
Travis
On 10/23/2014 6:47 PM, Josh Reynolds via Af wrote:
Federal labor law says you can't hold employees financial responsible
for broken/lost tools. (from my understanding)
Josh Reynolds, Chief Information Officer
SPITwSPOTS, www.spitwspots.com <http://www.spitwspots.com>
On 10/23/2014 04:22 PM, Glen Waldrop via Af wrote:
How do you guys handle it when an employee damages or loses equipment?
This is my baby brother's first job. He tied the ladder and it fell
out of the truck, no where to be found.
He said he's going to either get me one or pay me back, just curious
how everyone else handles this.
I've never run into it yet.
�
