Did ya’ll know that it is legal for a company to require salaried workers to work over time with no additional compensation? I didn’t until a few weeks ago when we were told that we would be expected to work 50 hour weeks from then through December into Jan. I understand that in a salaried position you work a minimum of 40 hours or until the job is done and I have no issue with that. The thing that really get’s to me is that the madatory OT is not being implemented in the hourly positions or the contractors…hmmm…I wonder what the driving factor behind that is??? I love working for Windstream.
The DoD contractor industry here in Charleston is the same. On contracts that some people work, there are hourly employees sitting next to salaried employees doing pretty much the same exact job. If both are required by their managers to work 50 hours, the hourly employee gets those ten hours at time and a half. The salary employee…nothing extra. Typically it works out where everyone is happy though; most salary employees in our business have a different benefits package and other incentives that tend to make up for the fact that they will not be receiving that extra money for hours worked. SC is a right to work state…you have the ability to find another job that suits your needs better than your current one if you’d like. Its just the way it is. Good luck with whatever you decide to do.
There are salaried exempt and salaried non-exempt. When I first started in the lab, I was salaried non-exempt (though I rarely received pay, but instead got time off, sometimes).
Later when I was employed as a outside salesperson working 60-70hr/wk, I was considered salaried exempt, and received no overtime pay.
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Originally posted by MandopickrThere are salaried exempt and salaried non-exempt. When I first started in the lab, I was salaried non-exempt (though I rarely received pay, but instead got time off, sometimes).
Later when I was employed as a outside salesperson working 60-70hr/wk, I was considered salaried exempt, and received no overtime pay.
Non-exempted salary employees must be compensated with time off. Most companies rather you spread it out and in pieces, like say cut out early on Friday by a hour. If you are a “contract employee” that receives a salary, more then likely you are “salary exempted”.