Yes. If no paid leave laws apply and you don’t offer any paid time off, you can deduct from an exempt employee’s salary for leave designated as Family and Medical Leave Act (FMLA), even if that leave is taken intermittently. FMLA leave is one of the instances in which you’re not required to pay an exempt employee’s full salary for the week even if some work was done. However, if an employee has paid time off available, they can choose to use that to cover some or all of their FMLA leave. You...

This is a common question employers ask when they have people working remotely or have worksites in multiple states. The answer is simple: Employees should be paid the applicable minimum wage for where they’re doing the work, whether they’re at company headquarters, a satellite office, or in their own home.

Managing remote employees can pose certain challenges, but most can be overcome by making sure you’re focusing on the right things. Here...