Salary vs hourly in AZ

[antiebobo]

[ I have been currently working for a little over a year for this company and I am a salaried employee. My question has a cpl different parts. 1) My salary is based off of an hourly wage. Meaning 15 ph X 40h=600 a week. Now I work and have worked on average 47 plus hours every week. Am I entitled to some sort of compensation for that? 2)I am an Office Manager and just so happen to be the only female manager as well, I am paid at least 400.00 (and then some) less than all the other male management. In addition to the salary being more they all also have some sort of commission that adds to there gross pay on a weekly basis. Does this seem like a case for discrimination? 3) Promise's made and never followed thru on. Unfortunately our company has a very high turn over rate. Now each one of the many boss's that I have had, made financial promises that have never been fufilled. These individuals are no longer with the company but I am. Is the company obligated to fufill on those things? (these people all had the authority to make these decisions) 4) The company also does not pay ANY hourly employee overtime but we have a majority of employees that work an average 45 hours a week but they always are only paid for fourty. Is this against the law? Any info or directions anyone has would be greatly appreciated. Either here or at antiebobo2000@yahoo.com

[Pattymd]

1. If you are properly classified as an exempt employee ("salaried" is merely a pay method), you need legally never be paid anything over and above your weekly salary, no matter how many hours you work. That is expected of an exempt employee.

2. It is not required by law that you be paid the same as all other managers. Unless it can be proven that your pay is less SOLELY due to your gender, there is no illegal discrimination.

3. Unless you have a bona fide, enforceable contract requiring the employer to follow through on these "promises", there is no legal recourse.

4. Overtime only needs to be paid to nonexempt employees. If employees have been misclassified as exempt, when they should be nonexempt, they can file claims for unpaid overtime with the state Dept. of Labor.