Copied below is some additional information. This information is more in regard to docking the time of EXEMPT employee's but I think you'll be able to get the gist of what may or may not be done by an employer.

Section 541.118 of the Fair Labor Standards Act says that subject to a few exceptions, a salaried exempt employee must receive his full salary for any week in which he performs any work without regard to the number of days or hours worked. While the exceptions are rare, it is sometimes possible to make a deduction from an exempt employee's pay without defeating the exemption status.

„FƒnDeductions may be made if an employee is absent for a complete day for personal reasons, other than sickness or accident. Thus, if an employee is absent for a full day to handle personal affairs, his pay can be docked. If an employee is absent 1 1/2 days for personal reasons, you can only deduct for the day where the employee missed a complete day.

„FƒnIf your company has a bona fide plan that provides paid time off for your employees, you can dock an exempt employee's pay if they miss a complete day from work, even if the absences are for sickness or an accident. A key point is that your plan must be communicated in advance to your employees. You could, for example, have a policy that says "Employees are allowed five paid sick/personal days (or 40 hours) per year. Each time you miss work, your 'bank' of hours will be docked for the equivalent number of hours you are absent." Thus an employee is being paid if he misses time from work. If an employee has exhausted all of his hours, or he is not yet eligible to receive any hours, and he misses a complete day of work, his pay can be docked.

However, if he has exhausted his hours, and he works any part of a day, he must be paid for the entire day.

„FƒnMany companies do not have a formal sick/personal day program for their exempt employees. In this situation, if an employee works any part of a work week, the employee must be compensated for the entire work week. Thus if an employee comes in on a Monday morning and works for 15 minutes, then goes home sick and misses the rest of the week, the employee must be paid for the entire week. However, if an employee misses an entire week of work, then his pay can be reduced.

„FƒnDeductions may not be made from an employee's pay if a business temporarily closes and work is not available, unless the business closes for an entire week. Thus if an exempt employee works on Monday, and the business is closed for the remainder of the week, the employee must receive his full salary for the week.

„FƒnMany companies have a practice of suspending employees without pay for reasons related to poor performance, attendance, or other disciplinary matters. Exempt employees can be suspended without pay only for reasons related to "safety violations of major significance." Therefore, if you suspend an exempt employee for reasons related to performance, attendance, etc., the suspension must be with pay. However, if you suspend the employee for a week or longer, the suspension can be without pay, because the employee did not perform any work in a work week. This is a somewhat controversial issue, because the FLSA says you can only make decisions for serious safety violations. However the regulations also say you do not have to pay an employee if no work is performed in a workweek. The Department of Labor will support a full week suspension for any reason, but some courts may overturn this decision because the employee is "ready, willing, and able" to work.

„FƒnIn an employee's initial and terminal weeks of employment, you only have to pay for the number of days actually worked in the week.
Keep in mind that if an employer violates any of the rules listed above, it could "defeat" the exempt status of an employee, and the company would be liable for any overtime the employee has incurred in the past, and into the future.