Many employers believe that they can avoid paying overtime by labeling employees as "managers" or another important sounding title and then pay what they believe to be a higher than market rate annual salary. This is incorrect. It makes no difference what title is given to an employee or whether their annual salary is above or below market. The federal and state laws that govern when an employee is exempt from receipt of overtime focus primarily on the type of work and job duties the employee performs. They look to see if the employee is supervised, exercised judgment and discretion on matters of importance.
If your employer calls you a "manager" or you are paid a fixed annual salary but are required to work overtime and question whether you should be entitled to receive overtime pay, you may be entitled to receive financial compensation so you should call the employment lawyers of Alan Lescht and Associates, PC, for a free consultation.