In AZ can we call a working back in after work to repair paperwork that we have paid him for that moring on his own time without paying him again?

Hi William---
All hourly employees must be paid for the hours worked, not by the accuracy.
If this empoyee is exempt, such as a salaried employee, then they work by annual salary and can be asked to work extra hours.

How about subtracting pay from them for work they had to fix?

Hi. An hourly emoployee is protected by the Federal Standards Labor Act (FSLA) protects employees and states they must be paid for all hours clocked.

Unless you have a written contract stating you will only pay for correct and perfect work and not by the hour, or the employee is on salary and not hourly, then you must pay for the hours worked.

Under federal law, deductions from an employee pay are legal so long as the deduction does not reduce the wages below the minimum wage (for hourly/non-exempt staff). Also, state law requires employers to pay all wages due. Therefore, it is usually advised that the amount due, which may include deductions from pay, is always acknowledged, in advance, in writing by the employee.

In the situation you describe, especially if you do not have anything to prove that employees agree to the stipulation of clean paperwork as a condition of full pay, you may need to pay the employee.

Under federal law, deductions from an employee pay are legal so long as the deduction does not reduce the wages below the minimum wage (for hourly/non-exempt staff). Also, state law requires employers to pay all wages due. Therefore, it is usually advised that the amount due, which may include deductions from pay, is always acknowledged, in advance, in writing by the employee.

In the situation you describe, especially if you do not have anything to prove that employees agree to the stipulation of clean paperwork as a condition of full pay, you may need to pay the employee.


Actually, deductions that reduce wages for work already performed are not acceptable or allowable UNLESS A WRITTEN POLICY EXISTS stating such.

We pay are employee's a 1/2 hour in the mornings todo there paperwork. But, we keep kicking them back with corrections the next morning. So, we pay them additional time in the office the next day to fix something that should of been done the same day. We in management want to either (A) deduct pay from them on work that needs tobe redone or fix. Is that legal in the state of AZ.We are new to management and we need adives on what we can do in this situation.

We pay are employee's a 1/2 hour in the mornings todo there paperwork. But, we keep kicking them back with corrections the next morning. So, we pay them additional time in the office the next day to fix something that should of been done the same day. We in management want to either (A) deduct pay from them on work that needs tobe redone or fix. Is that legal in the state of AZ.We are new to management and we need adives on what we can do in this situation.



If you have a written policy in place that states you can deduct payment for errors, then it is permissable.