Adjusted Full-Time Schedule

I have a full-time exempt employee (working 40 hours per week) who has requested to work 32 hours per week instead. She'll essentially be going from 5 days per week to 4 days per week (she is making this request for better work/life balance). For simplicity, we are thinking of just making her non-exempt and paying her the equivalent hourly rate and having her track her hours. She'll still technically be classified as full-time, since we classify full-time employees as working at least 30 hours per week (for benefits purposes). I'm curious if anyone else has had a similar situation, and what did you do? We don't want to keep paying her the same salary if she will be working less, but she is still 'technically' full-time even though she is reducing her hours from 40 to 32.

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  • Hi, Allison. I have worked 3 or 4 day per week schedules in my career. My pay was reduced by the percentage of an average 40 hour work week that was reduced (so in your case, 20% reduction in pay). My PTO accruals were also reduced by the same percentage, but no other changes. My position was still exempt and I made more than the minimum threshold per week, so I remained exempt. Holiday/Bereavement/Jury duty pay were all provided if they fell on a normally scheduled work day.

  • Bonita Martin thank you!

  • To echo what Bonita said, we had a senior manager here do the same thing. She dropped down to '30 hours' (she was salary exempt, so who knows, but that was the new expectation) and we prorated everything just as Bonita did. When she transitioned back to full-time, we transitioned all the pay and PTO accruals back to 100%. 

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