In many companies -- in the U.S., at least -- salary has become de facto a commitment to a minimum of 40 hours/week. In my last corporate gig, I was expected to be "in the chair" at least 40 hours/week. (And there was a butt-ugly HR time tracking application for that.)
If I was short, it came out of vacation time (into which sick time was rolled in an "efficiency" measure), unless a manager chose to "look the other way" as a "perk". (Corporations are very good at using these non-expense "rewards" to tweak behavior.)
Salary, in corporate America, is no longer -- if it ever was -- a "two way street". The employee can be worked extra hours for the same pay but often faces a raft of problems if they try to take unaccounted time off during slack periods.
Higher end professionals may encounter more leniency; don't assume this applies to the masses.
If I was short, it came out of vacation time (into which sick time was rolled in an "efficiency" measure), unless a manager chose to "look the other way" as a "perk". (Corporations are very good at using these non-expense "rewards" to tweak behavior.)
Salary, in corporate America, is no longer -- if it ever was -- a "two way street". The employee can be worked extra hours for the same pay but often faces a raft of problems if they try to take unaccounted time off during slack periods.
Higher end professionals may encounter more leniency; don't assume this applies to the masses.