Quick question. I'm not sure of all the rules/regs/laws, so I figured I'd post and see.

I work in Computer IT field in Software, for a large company. I work on average of 50 - 60 hours a week pretty much always... They also schedule activities in the evenings (quite often) for me that take me sometimes several hours and then one weekend a month, I have to work an entire weekend usually on top of the 50 - 60 hours.

I'm guessing they're allowed to work me like a dog and I have no recourse other than to find a new job if I hate it that bad?

The crappy thing is I know other people in other departments...they get time off (off the record of course) to make up for their time they work... but only get 1/10 of that time back in that way. Being off record, it's never recorded anywhere of course... I'm sure that's not fair. I thought that they had to make it the same for everyone across the board??

I'll check periodically in the event you need more info :) Thanks in advance.

If your question is the one in the title, yes, you can be scheduled to work OT on the weekends.

Yeah, I guess I kinda rambled on there with no point to my post huh... lol

They schedule this weekend stuff and evening stuff weeks out. Is it really considered overtime at that point?

If one department gets different (off record makes it difficult I'm sure) compensation for extra hours worked, shouldn't everyone get the same thing?

"Departments" means nothing. As an exempt employee you are not required to be additionally compensated for working over 40 hours each week.

Yes, you have to work the amount of time (# of hrs.) your employer requires/asks you to. There are some limits on certain occupations (ie airline pilot, long haul trucker).

They do not have to treat all employees/departments the same as long as you aren't discriminated against due to a protected "class" (ie age, religion, gender).

I assume you are a salaried *exempt* employee. It sounds like it. Salaried is just a payment method - an employee can be salaried non-exempt. As an exempt employee, you get no additional pay over your regular/fixed weekly salary no matter how many hrs. you work.

not sure what would classify me as exempt or non-exempt

Start at the beginning then. "Exempt" is a function of the actual job duties and sometimes the nature of the employer's business. While there are actually something like 100 different exempt classifications defined by the federal DOL law, when most people use the word Exempt, they mean one of the so-called White Collar exceptions. (http://www.dol.gov/esa/whd/regs/compliance/fairpay/main.htm) These exceptions mostly have a "Salaried" payment requirement, which causes many people to think that "Salaried" = "Exempt", which is not legally correct. Not all Exempt employees are paid on a Salaried basis and not all employees paid on a Salaried basis are legally Exempt.

Sheepherders are legally "Exempt". So are movie theater ushers, outside sales people, and mechanics who work for Auto Dealers. What all of these folks have in common is that none of them have a Salaried payment requirement and they are all mentioned in the FLSA law as being Exempt from overtime. Also, "Exempt" is one of those "read the fine print" type of phrases. Sometimes it means nothing is due for hours worked past 40 in the workweek and sometimes it means that only straight time is due. The specific Exempt classification being used determines the related rules that must be followed, and there is a lot of variance in these rules.

Quick question. I'm not sure of all the rules/regs/laws, so I figured I'd post and see.

I work in Computer IT field in Software, for a large company. I work on average of 50 - 60 hours a week pretty much always...


If you work in the IT field there is one particular exemption for IT workers, if you meet all the requirements... Here is some info...

http://www.dol.gov/esa/whd/regs/compliance/fairpay/fs17e_computer.pdf