Just to make sure everything is clear:

Salaried is only a pay method and has no status of its own. The only thing that matters is exempt and non-exempt. (Not all exempt employees are paid on salary; not all employees paid on salary are exempt. It is the job duties that determine whether an employee is exempt or not, not how they are paid.)

A non-exempt employee, with very limited exceptions, has no legal expectation of being paid when they do not work, regardless of how they are paid and regardless of the reason they did not work. On the other hand, a non-exempt employee must be paid overtime when they work over 40 hours in the week, even if they are normally paid on salary, again with very limited exceptions. An exempt employee gets paid the same regardless of how many or how few hours they work,with the following exceptions:

1.) If it is the first or last week of employment and the employee does not work the entire week
2.) If the employee is absent for reasons attributable to FMLA
3.) As above, IF the employer offers a reasonable number of paid sick days, when the employee calls in sick at a time when they either have used all the time available to them, or are not yet eligible for any
4.) If the employee voluntarily takes time off for personal reasons
5.) If the employee is suspended for a major safety violation
6.) If the employee is suspended for the violation of a written company policy which applies to all employees and which relates to workplace conduct (drugs/alcohol in the workplace, workplace violence, sexual harassment, etc.)

In the event of #s1 or 2, the docking can be in either full or partial day increments. In the event of #s 3-6, docking can only be in full day increments; if the employee works any part of the day, he must be paid for the full day.

An exempt employee has no legal expectation of receiving overtime EVER, under ANY circumstances.

Regardless of whether the employee is exempt or non-exempt, the employee can be required to use paid leave of any kind, vacation, sick, personal, or any other kind of paid leave offered, for any absence, either full day or partial day, whether he wants to or not, and such requirement does NOT constitute docking under the law. The Feds have made it abundantly clear that they have no interest whatsoever in what happens to vacation, sick, or other paid leave balances; the only thing that concerns them is whether or not the right number of dollars were in the paycheck, not what "bucket" those dollars came from. While a state could, conceivably, put a law restricting the use of paid leave into place, no state has done so. (Some interpretations of a CA case differ on this but that is of no concern to anyone outside of CA.)

Only two states have put any limits on the number of hours an employee, exempt or non-exempt, can be required to work and Michigan is neither of them.

With all that in mind, if your husband believes that he is being paid incorrectly, he can bring the discrepancies to the attention of the MI DOL.