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Overtime policy for exempt personnel

Vernon Reizman's Profile

Can I pay select exempt personnel overtime pay without paying overtime to all exempt personnel. In this case I want to pay time and half to key exempt maintenance supervisory personnel for time worked above 50 hours in a week while not paying this to other supervisory exempt personnel such as quality, engineering etc.


Topic Expert
Keith Perry
Title: Director of Global Accounting
Company: Agrinos, Inc.
(Director of Global Accounting, Agrinos, Inc.) |


It depends on the State you're in but....
seriously, do not do this.

Paying overtime is evidence that the worker is hourly. Hourly workers are often considered non-exempt. Further, if you are insinuating that your workers are hourly, and you don't pay them all overtime, you will end up very unhappy with the State's opinions regarding worker's rights, wage theft and the like.

If you want to bonus exempt employees, do it on some not-hours-based metric.



Topic Expert
Christie Jahn
Title: CFO
Company: Prime Investments & Development
(CFO, Prime Investments & Development) |

I agree with Keith a Bonus or Stipend would be the best course of action, however you could always increase their salary a portion equivalent to what you want to pay them in OT dollars.

(Fiscal Services Manager) |

You could always offer a nonmonetary option of comp time. It would have to be tracked manually, but if it's just for one or two staff members, it's often an option that's more appealing to staff than $$.

Michael Green
Title: Business Analyst
Company: The Animal Foundation
(Business Analyst, The Animal Foundation) |

Consider offering all exempt employees a bonus, say $65, if they respond to, and get dispatched, to an urgent after hours return to work. Another idea is to add up the total cost of overtime pay you were asking about, to see if creating a new position to relieve some of the current workload is considered a reasonable and cost effective solution.


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