Salaried employees are individuals who receive a predetermined fixed amount of compensation at regular intervals, such as weekly or less frequently. Various regulations govern the working conditions of such employees.
This article hopes to provide an overview of the applicable laws and regulations governing the rights and obligations of both salaried employees and their employers in Utah.
It will cover various topics, including payment, break and leave entitlements, as well as the distinction between exempt and non-exempt employees.
This article covers:
- Payment of Wages for Salaried Employees in Utah
- Salaried Employees Eligibility for Overtime in Utah
- Pay for Working Overtime for Utah Salaried Employees
- Exceptions to Overtime Exemptions for Utah Salaried Employee
- Time Tracking of Salaried Employees Hours in Utah
- Violation of Salaried Employees Wages Payment in Utah
- Leave Entitlements for Salaried Employees in Utah
- Break Entitlements for Salaried Employees in Utah
- Deductions from Exempt Employees’ Salary in Utah
- Termination of Employment for Salaried Employees in Utah
In Utah, employers are obligated to establish regular paydays and provide prior notice to their employees regarding any modifications to the payment schedule.
Non-salaried workers must be paid at least twice a month, with the payday falling within 10 days of the end of the previous pay period.
Salaried employees, on the other hand, can receive monthly payments, but the payment must be disbursed by the 7th of the following month, covering the services provided.
While some salaried employees may be exempt from overtime pay if they meet certain criteria, Utah allows certain salaried employees to be eligible for overtime pay.
In general, salaried employees in Utah are eligible for overtime if they work more than 40 hours in a week and do not meet the exemption criteria.
To calculate the overtime rate for a salaried employee, the employer should first determine the hourly rate by dividing the salary by the number of hours the salary is meant to compensate.
Then, to find the overtime rate for salaried employees, use the formula:
Hourly rate x Overtime Hours x Overtime Rate (1.5)
If an employee’s salary covers less than 40 hours in a workweek, their regular rate will be applied for each additional hour worked up to 40 hours. Only after reaching 40 hours will time-and-a-half be considered.
For employees whose salary covers 40 hours in a workweek, time-and-a-half will be paid for any hours worked beyond the 40-hour threshold.
Utah follows federal regulations and provides a list of professions exempt from overtime rules.
This includes executive, administrative, and professional employees earning over $684 per week, farm workers, seasonal workers, railroad employees, and taxi drivers.
Learn more in detail about Utah Overtime Laws.
Salaried employees in Utah receive a consistent salary, irrespective of their work hours, which liberates them from the necessity of monitoring work hours and allows them to concentrate on their responsibilities within reasonable timeframes. Nevertheless, maintaining records and timesheets of hours can be advantageous in scenarios such as unplanned leaves, vacations, holidays, and sick days.
Additionally, tracking on payroll hours and ensuring compliance with overtime hours (if applicable based on company policies) can carry significance. Although it is not mandatory, these records provide valuable information for salaried employees in terms of tracking time off and compensation.
Under Utah law, employers who do not pay wages promptly could be subject to penalties.
When an employee receives late payment, they have the right to reclaim the unpaid wages and may also receive additional compensation.
The Antidiscrimination and Labor Division of the Utah Labor Commission is responsible for investigating wage claims and may impose penalties for any violations of Utah’s wage payment regulations.
In Utah, salaried employees have access to various types of leave. The Family and Medical Leave Act (FMLA) allows up to 12 weeks of unpaid leave for medical emergencies, including childbirth, adoption, and caring for a family member with a serious health condition. To qualify for FMLA leave, employees must have worked for the same employer for at least 12 months and completed 1,250 hours of work.
Jury Duty Leave is protected by law, and employers must provide paid leave without using vacation time. Witness Leave allows employees to attend court proceedings and receive regular pay. Military Leave under the Uniformed Services Employment and Reemployment Rights Act (USERRA) ensures the right to return to work after deployment, with certain conditions.
Utah State employees have access to various leaves, including Emergency Response Leave for certified volunteers, Sick Leave, Bereavement Leave, Vacation and Holiday Leave based on years of service, and Voting Time Leave with up to 2 hours of paid leave during poll hours.
In Utah, there are no specific laws that require employers to grant their employees meal breaks or rest periods while they are working. However, if employers choose to offer these breaks as a part of their company policy, certain guidelines must be followed. Rest periods lasting up to 20 minutes must be considered as part of the employee’s working hours and be compensated accordingly. Conversely, unpaid meal periods must extend beyond 20 minutes, and during this time, employees must be relieved from all work-related duties.
Regarding exceptions to the break law in Utah, there is one instance: minor employees are entitled to a 30-minute break after working for five consecutive hours.
Deductions from wages for specific reasons are allowed under certain conditions by employers in Utah.
These reasons include cash shortages, breakage, damage, or loss of the employer’s property, purchase of required uniforms or clothing, necessary tools, and other items essential for employment.
However, employers are prohibited from withholding or deducting any portion of an employee’s wages unless certain conditions are met. These conditions include:
- Being permitted or required to do so by court order, state law, or federal law,
- Obtaining written consent from the employee
- Poviding evidence justifying an offset as determined by a hearing officer or administrative law judge
- Deducting wages as a contribution to an employer-established plan under designated sections of the Internal Revenue Code, provided the employee has not opted out of such a deduction. Employers are also required to inform their employees about their right to choose not to participate in the plan.
Utah follows the “at-will employment” policy, granting both employers and employees the right to end the employment relationship without giving a specific explanation. This policy applies to private business employees unless their contract states otherwise.
When terminated, employers must provide the final paycheck within 24 hours; if not, the employee is entitled to their wages for up to 60 days until paid. If an employee resigns without a specific contract, the final paycheck is due on the next scheduled payday.
Learn more about Utah Labor Laws through our detailed guide.
Important Cautionary Note
When making this guide we have tried to make it accurate but we do not give any guarantee that the information provided is correct or up-to-date. We therefore strongly advise you seek advice from qualified professionals before acting on any information provided in this guide. We do not accept any liability for any damages or risks incurred for use of this guide.