As a subject matter expert in labor law and human resources, I can provide you with a comprehensive understanding of the rules and regulations surrounding the payment of salaried employees, particularly in the context of the United States. It's important to note that labor laws can vary significantly by country, and the following information is primarily applicable to the U.S. context.
Can you not pay a salaried employee?
In general, salaried employees are those who earn a fixed amount of compensation for their work, regardless of the number of hours worked. However, this does not mean that a salaried employee can be paid nothing. There are specific circumstances under which deductions from a salaried employee's pay may be permissible, but these are subject to strict legal guidelines.

Exempt vs. Non-Exempt Employees
First, it's crucial to distinguish between exempt and non-exempt employees. Exempt employees are those who are not entitled to overtime pay and are typically salaried. They often perform executive, administrative, or professional duties. Non-exempt employees, on the other hand, are eligible for overtime pay and are usually paid hourly.

Deductions from Pay
The regulations state that deductions from pay may be made when an exempt employee is absent from work for one or more full days for personal reasons, other than sickness or disability. This means that if an exempt salaried employee takes a day off for personal reasons, an employer may deduct a day's pay from their salary. However, partial day absences cannot lead to a deduction in pay for exempt employees.

Overtime Pay
Regarding non-exempt employees, it's important to address the issue of overtime. Some employers may misclassify non-exempt employees as salaried with the intention of avoiding the payment of overtime. This practice is illegal. Non-exempt employees, even if they are paid a salary, are entitled to overtime pay for all hours worked over 40 in a workweek, at a rate of at least one and a half times their regular rate of pay.

Illegal Deductions
Employers are prohibited from making certain deductions from an employee's wages. For instance, employers cannot dock pay for cash register shortages unless the employee was found to have stolen the money, or for damage to company property unless the damage was caused by the employee's negligence or intentional actions.

Consequences of Non-Compliance
Failure to comply with labor laws regarding the payment of salaried employees can result in significant penalties for employers. These can include back pay, fines, and even criminal charges in severe cases. Additionally, misclassification of employees can lead to substantial financial liabilities for employers who fail to pay the appropriate wages and benefits.

Employee Rights and Legal Action
Employees who believe they have not been paid correctly have the right to file a complaint with the Department of Labor or to seek legal action against their employer. It's also advisable for employers to consult with legal counsel to ensure compliance with all labor laws and to avoid any potential legal issues.

In conclusion, while there are specific circumstances under which a deduction from a salaried employee's pay may be permissible, these are narrowly defined and must be in accordance with the law. Employers must be cautious not to violate the rights of their employees, and employees must be aware of their rights and the legal avenues available to them if they believe their rights have been infringed upon.

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The regulations state: --Deductions from pay may be made when an exempt employee is absent from work for one or more full days for personal reasons, other than sickness or disability. ... However, some also like to declare non-exempt employees as --salaried-- and fail to pay them overtime.Jul 11, 2011read more >>