Let me give a more detailed scenario (theoretical) , lets forget DOL/FLSA for now:
-Exempt EE has 32 hours of PTO, plenty to use.
-Exempt EE is scheduled 8-5 (1 hour break, therefore 8 hours work per day)
-Exempt EE has a Docs App from 8-10AM on a monday. Their time-sheet will now have 6, 8, 8, 8, 8 hours for the 5 days of the week. (38 total)
-They don't need to use "PTO" hours for that time because they are exempt and still get paid the full day, so what code should be used to fill the 2 missing hours from Monday? Or, Should I make people use PTO for that time?
Various Outcomes of the above Scenario:
1. If they use 2 hours PTO - the system will put 2 hours of PTO to a Fringe Pool.
2. If they leave it blank (stay with 38) the system will Pro-rate the salary to the items they selected
3. If they use LWOP - the system would pro-rate the salary to the 38 hours same as #2 above.
4. The 4th option I was thinking is a code that would either "Act" the same as PTO (it would lead the labor expense to a fringe pool) OR a code that would act as Unallowable (Lead that labor expense to an unallowable account, because they are being paid a full day but those two hours were not spent working).