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When an employer classifies an employee as "exempt", he cannot deduct anything from the employee's earnings for any extra time that the employee might take for lunch, or if the employee comes in late. However, it is the employer who actually reaps most of the benefits from this classification because the employer can assign a number of different responsibilities to the exempt employee, can require them to work beyond the normal workday, can require them to work weekends, and all without paying any extra or additional compensation to the "exempt" employee for any of the additional hours he puts in, or for any of the additional work that he performs for the employer. Believe it or not, the only thing which the employer must observe is that when the employee's salary is divided by all the additional hours which the employee puts in, he is being paid at least the minimum wage.
As you must already know, an exempt employee is not paid overtime, or for any hours he works over and above a 40-Hour week. By the same token, the employer cannot deduct anything from his salary for any time off during the workday. If the employer does so, he would then have the obligation to pay the employee overtime at the rate of time and one-half.
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