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They should. Most do
Correct 100%it's pretty much supported by the law. Don't listen to anyone saying the contrary.
Overtime compensation is the law in the USA.
Our operators don’t make overtime in my state but our same operators for the same company do get overtime in the north due to being in a union
If you're not salary or on a day rate, everyone qualifies for OT.
I don’t know why you have a problem with me. I’m trying to help out the OP, you’re the one who took this convo off on a tangent. This conversation also has NOTHING to do with paying OT to creatives. Unless you’re a computer professional as stated in the doc I provided, it doesn’t apply to you, so why are you so mad (and rude)? If you’re a creative, then yes, hopefully you’re getting OT!
Depends on your salary, not your title.
See below post
Are you sure it depends on salary? I thought exempt and non exempt was whether you were in a management or sales position you don’t qualify or if you’re in a creative position you don’t qualify. But if you’re salary they must pay overtime if your job is mechanical in nature.
It differs by state, but yes, it depends on the salary. In NYC for instance, you must make at least $58,500 to be exempt from OT. In most companies, the level of the role (and salary) dictate whether or not a person is exempt. Being exempt has nothing to do with being in a management or sales position though. Plenty of non-management positions are exempt.
In my state you apparently have to make over 57.5k a year to be exempt, most of our prepress and production people are not above this rate and they aren’t getting overtime, they also work 10 hours a day 5 days a week. Should they take some sort of action? With the state’s labor force ?
I would probably start with a conversation with HR asking them to go through OT policy with you before you go around them. Prior to going in though, do your research on the numbers in your state and any exemptions to make sure that you don’t fall within an exemption. These laws change constantly, so they may not be up-to-speed. If they are in-fact in family, they’d probably rather make it right than have you report them and get fined. There also could be some loophole I don’t know about though as every state has their own laws. I’m not an employment lawyer or HR rep, just have hired a lot of people in many states.
It should.