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"Long story short, for salaried professionals, whether or not you get comp time or OT is largely up to your employer and they are not running afoul of the law by doing so.

-Steph "

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Link?

Howie52
Although the only resolution a person may have is to call a
hot-line which would likely involve the company losing the contract
and the person thereby losing work.


Google is a wondrous thing...

https://www.dol.gov/whd/overtime/final2016/general-guidance....

FLSA has a 'white collar exemption' defined as below:

The regulations implementing the white collar exemptions generally require individuals to satisfy three criteria to be exempt from overtime requirements:
• First, they must be paid on a salary basis not subject to reduction based on quality or quantity of work (“salary basis test”) rather than, for example, on an hourly basis;
• Second, their salary must meet a minimum salary level, which after the effective date of the Final Rule will be $913 per week, which is equivalent to $47,476 annually for a full-year worker (“salary level test”); and
• Third, the employee’s primary job duty must involve the kind of work associated with exempt executive, administrative, or professional employees (the “standard duties test”).
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