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I think perhaps what we're talking about here is not the difference between
hourly and salaried employees, but between exempt and nonexempt.
The Fair Labor Standards Act (FLSA) specifies that workers be paid overtime
rates for more than 40 hours work per week. It also specifies certain kinds
of employees - primary management and professional - who are exempt from
these rules. Those "exempt" employees need not be paid overtime. In
general, exempt employees are paid a straight salary regardless of the
number of hours worked, and nonexempt employees are paid hourly, with
provision for overtime paid at the rates specified by the FLSA.
It appears to me that your management has determined that this junior
position does not fit the legal requirements for exemption from the FLSA,
either because the job tasks don't fit the standards for exemption, or
perhaps because the salary paid is below the minimum for exemption. As
several people on this list have already pointed out, depending on the
company and the benefits granted to nonexempt employees, that's not
necessarily a bad thing, particularly if the job routinely requires extra
hours.
Marianne
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