Employers generally prefer that their employees show up on time or early. This can be more important in service environments where supervisors need to ensure there are enough staff members on the sales floor during the busiest hours, while it may not matter as much in offices if employees can stay late to get the job done without missing deadlines. However, it's generally in employers' best interests to provide expectations for acceptable arrival and departure times. 

Even if some bosses are sticklers for punctuality, they must be careful not to take these preferences out on their exempt workers, according to Business and Legal Resources. If employees earn a salary instead of an hourly wage, employers' hands are tied in most cases in regards to enacting financial punishments. The Fair Labor Standards Act (FLSA) establishes that individuals paid in annual increments cannot be paid less for putting in less employee attendance on one day or another, so long as they work at least a portion of the required time. 

In fact, employers can run into issues if they subtract wages for tardiness or shorter work days. Individuals' exemption statuses can be called into question if employees are subject to illegal payment deductions. 

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