Generally speaking, if there is no plan for paid sick time of at least 5 days, the employer cannot dock your salary (as a salaried exempt employee) for full days off due to illness or injury. Here are the particulars:

(2) Deductions from pay may be made for absences of one or more
full days occasioned by sickness or disability (including work-related
accidents) if the deduction is made in accordance with a bona fide
plan, policy or practice of providing compensation for loss of salary
occasioned by such sickness or disability. The employer is not required
to pay any portion of the employee's salary for full-day absences for
which the employee receives compensation under the plan, policy or
practice. Deductions for such full-day absences also may be made before
the employee has qualified under the plan, policy or practice, and
after the employee has exhausted the leave allowance thereunder. Thus,
for example, if an employer maintains a short-term disability insurance
plan providing salary replacement for 12 weeks starting on the fourth
day of absence, the employer may make deductions from pay for the three
days of absence before the employee qualifies for benefits under the
plan; for the twelve weeks in which the employee receives salary
replacement benefits under the plan; and for absences after the
employee has exhausted the 12 weeks of salary replacement benefits.
Similarly, an employer may make deductions from pay for absences of one
or more full days if salary replacement benefits are provided under a
State disability insurance law or under a State workers' compensation
law.
http://www.dol.gov/dol/allcfr/ESA/Ti...CFR541.602.htm

Since you were there for less than a year, FMLA is not an issue.

What state did you work in? There's a reason we ask.