Yes.  The FLSA '04 removed the prior restriction, now enabling employers to provide additional compensation for long hours or exemplary performance without jeopardizing employees' exempt-level status.

We at HRpartners recommend paying straight time based on the recognized employee's annual salary, assuming that the baseline exempt-level position is defined at more than 40 hours per week.  (We would not suggest that you establish precedent of paying for every hour worked over 40).

Criteria for incremental compensation may include:
— work completed when an integral team member is on extended leave
— assumption of responsibilities of a vacant position
— special project work accepted as a favor to an executive
— innovative idea generation
— crisis intervention within your organization or client base

HRpartners suggests that rewards are as creative as and commensurate to the job well done.  Employees often appreciate public recognition and time-off as much as cash.  And offer a reward that you know will be valued by that particular recognized employee.

For further detail on designing incentive programs customized for your business please call HRpartners toll-free at 1-877-201-7105 or email us at info@HRpartners.us.