The company that I have worked for the last two years as as a salaried employee (financial analyst making 80-90k base+20-25% bonus) has informed me that my status is going to be changed to an hourly, non-exempt employee, eligible for OT pay. Additionally, I am eligible to receive payment for OT worked over the last 2 years. I frequently work 55-60+ hours a week and can’t understand why they would retroactively offer me a payout, possibly in excess of $100k. What are the implications here? Cont.

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Posting as :
works at
You are currently posting as works at

HR has asked me to go back over the last two years of my employment to track, on a day-to-day basis, an estimate of OT worked. Any advice on the best way to review the activity on my computer over the last two years to have some kind of basis for the OT I submit? HR recommended that I review emails I’ve sent but I usually won’t send emails too late at night so don’t feel that’s a good basis to go off of.

No pressure not to work OT. They are requesting that I provide them with my best estimate of the OT that I have already worked over the last two year so that they can pay me for it retroactively. Which seems really generous…like too good to be true

Just speculating but perhaps you were miscoded as salary when your job grade should have been hourly per company policy. This almost happened to me.

I’ve also heard of companies switching employees to hourly following unfair work policy lawsuits. Not sure the details but I heard that’s what my previous company did.

I was surprised that my last two jobs have been hourly and not salary. This works in your favor when your 40 hr standard week base is on par with industry norm base salaries, but you get to make 30-50+% extra in OT..

To the person above, I have not had any issue with pressure to work off the clock (quite the opposite) and they 100% expect a 40 hr work week to keep benefits. I could see this happening in say, retail, but not at your current job level.

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