Salary, Non-exempt. How does your employer handle this?

Federal law is 1.5 rate over 40/weekly. Either cash or comp.

as much comptime as i wanted

Comp time... EXTREMELY flexible.

Time and a half only for certain projects.

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ST OT over 40

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Same.

From my experience, employers are very aggressive with the use of exempt employees and with “independent contractors”. I work as a consultant and mostly referring to small businesses here.

They typically make everyone they can “exempt” but they don’t understand the downside of putting someone on salary: by law you don’t have to work 40 hours every week, the assumption is you are working a job, filling a specific role which hours don’t correlate to performance. They see it as a minimum threshold. While the employer can make this their rule internally, they don’t seem to understand that their recourse for not making the hours is to fire or otherwise discipline the employee. Disputes arise and employees can show that they average over 40 hours, or even have 80+ hours in a pay period

I’ve seen many employers have “independent contractors” work for them completely under their direction. Use company equipment, wear company uniforms, work 40+ hour weeks straight time.

Result is perpetual butthurt when they don’t get away with getting free OT. And it’s such a bad, short-sighted practice. If employees aren’t incentivized to work extra time, even if they are physically present for 45+ a week, those extra hours have diminishing marginal returns and ultimately kills morale.

I worked for a firm a few years ago that expected >40 hours each week, precessional services, but everyone got paid OT, their choice of 1.5x pay or 1.5x comp time that rolled into its own PTO bank. Not a huge firm, but the pay policy was fair and worked

I am compensated for overtime at my hourly rate.

Exempt in Texas was if you worked any part of a pay period you were to be paid the entire wage and could not be docked or charged with vacation. For instance if I came in Monday morning but left at noon to go to the doctor was paid for the full week. We were paid weekly. This may have changed, I have not worked in several years.
For hourly it was time and a half for anything over 40 hours a week. I went thru a workers comp audit where a receptionist at a competitor was at her desk eating lunch when the auditors arrived. They asked her about that and she casually told them she always ate at her desk so she could answer the phones. Big penalty and they hit a ton of other subcontractors assuming we were all the same. Our penalty was 6 figures in back wages.

Salary plus OT is the only way to work, kings.

Option to convert OT hours to pay or extra comp.

Back in the early 90s I worked for a company that classified me as exempt. I worked every week 45-50 hours a week. The company had IIRC about 40 other people in the same position at all their locations. Someone got pissed off and reported the company that they weren't getting paid overtime. The state of Florida did an investigation and said that we were all misclassified and were owed back overtime pay. Since we didn't punch a time clock, they estimated the hours we were owed and I got a check for $7000+ even though I had stopped working there shortly after the investigation began. If IRC they declared that I worked 45 hours a week, even though I know that there were many weeks I worked more than that. But when I received that check I felt like I had found money.