Are You a Salaried Employee? You May Still Be Entitled to Overtime Pay.

Overtime Pay for Salaried Employees: Eligibility, Exemptions, and Rights 

Retail managers are often misclassified as exempt—even when they spend most of their time stocking shelves or helping customers. If you're salaried and working long hours, you might still be entitled to overtime pay under federal law.

Overtime pay ensures fair compensation for extra work, and while salaried employees are often seen as exempt, many are actually entitled to overtime pay under the Fair Labor Standards Act (FLSA). To qualify for overtime pay, salaried employees must be classified as non-exempt, earning less than $684 per week or $35,568 annually. Non-exempt employees are eligible for 1.5 times their regular hourly rate for hours worked beyond 40 in a workweek. 

However, some salaried roles are exempt due to their job duties. Common exemptions include: 

• Executive roles with management authority. 

• Administrative positions involving high-level decision-making. 

• Professional jobs requiring advanced education (e.g., doctors, engineers). 

• Computer employees in programming or software engineering. 

• Outside sales roles operating off-site. 

To claim rightful overtime pay: 

1.   Verify whether your role is classified as exempt or non-exempt under the FLSA. 

2. Keep detailed records of work hours, including overtime. 

3. Address concerns with your employer’s HR department. 

4. Seek legal advice if disputes arise. 

Understanding these rules is crucial for ensuring fair compensation. Familiarize yourself with FLSA guidelines and advocate for your rights when needed. 

 

If you are a salaried employee and believe you are owed money for overtime work call Squires and Ryan today at (813) 922-2803 for a free wage claim review.