> -----Original Message-----
>
From: Paul wrote:
> From what I've read, unless employees perform
> management-type duties,
> they are entitled to overtime compensation, even if they are
> on salary.
> And
it doesn't depend on title; it depends on the actual duties
> performed. So, just as multiplied hourly pay is the
> anticipated yearly
>
pay for an hourly employee, anual salary is the anticipated
> yearly pay
> for a salaried
employee. It might depend on the state that
>
you live in,
> but I read that the government will
enforce overtime
> compensation, even
> in the form of back pay, if the employee bothers
to make a
> claim. And
> that claim is based on the anual salary divided to determine the
> equivelent hourly pay.
>
> I think one of the differences is
that hourly people tend to get
> compensated with
overtime pay, while salaried employees tend
> to
get comp
> time. I'd rather have comp time,
but it's almost a rip off because
> working an
extra two days doesn't by you three days off.
> Still, time is
> more valueable than a
little bit of money, unless your really
> short on
cash.
>
> There may be a
difference as far as bonuses go too. (The
>
only bonuses
> I've ever gotten were only enough to
buy dinner for two at
> Burger King,
> *if* the coupons hadn't expired.)
This isn't exactly true. Anyone who is paid hourly and makes
more than 27.45/ hour is not necessarily entitled to overtime pay.
In all reality hourly pay is not such a bad deal. Anyone in a
salaried "professional" position is also not entitled to overtime. My schedule
currently demands a minimum of 50 hrs per week with no overtime.
Although you may not always be entitled to time and a half,
hourly employees must always be paid for every hour that they work. Also, if
they work more than (I believe the number is) 35 hours per week, they must be
offered access to a benefits plan.
Bonuses are just that in either case- subject to whim and,
more so, negotiation.
From your friendly neighborhood technical recruiter.
Regards,
Dave Jeyes