Community
style="PADDING-RIGHT: 0px; PADDING-LEFT: 5px; MARGIN-LEFT: 5px; BORDER-LEFT: #000000 2px solid; MARGIN-RIGHT: 0px">
"OLD-CADaver" <"Design",
href="mailto:rculp@chicagobridge.com">rculp@chicagobridge.com> wrote in
message
href="news:f1a5799.7@WebX.maYIadrTaRb">news:f1a5799.7@WebX.maYIadrTaRb...
being an intellectual property, finds itself in an odd position pertaining to
the wage exemption clause. California may have different statutes, but our
test cases with the federal statutes place many of our senior people in
"exempt" status, even if doing "production" drawings. AS an employer, it would
behoove one to get complete clarification of compliance requirements from the
governing entity.
style="PADDING-RIGHT: 0px; PADDING-LEFT: 5px; MARGIN-LEFT: 5px; BORDER-LEFT: #000000 2px solid; MARGIN-RIGHT: 0px">
"OLD-CADaver" <I
href="mailto:rculp@chicagobridge.com">rculp@chicagobridge.com> wrote in
message
href="news:f1a5799.24@WebX.maYIadrTaRb">news:f1a5799.24@WebX.maYIadrTaRb...
worked at a place once that paid everyone time and a half for overtime. They
figured that the extra effort was worth the extra compensation.
Where I work now, management figures that we are well compensated already
and straight time is fine. They do however share profits with those of us that
are salaried (read that as no additional pay for
OT).