S
solo45
Guest
Work in Florida for an electric utility.
Am a salaried employee (a technical specialist, not a manager or supervisor)
Our power plant came off line for a scheduled 5 day shutdown, which then turned into two weeks to deal with another problem.
I worked 12 hour days including weeks ends, for a total of about 70 hours overtime. Plant manager told our temp manager that supervisors would good straight time pay for the overtime but other exempts would get time off to make up for the lost weekends.
My permanent manager came back to work later and denied my request to take a few days off to make up for the weekedns I worked, and required me to use vacation time instead, saying it was unlawfull to compensate me for the overtime.
Note: I performed supervisory functions on some of the days, to allow supervisors time off during the shutdown.
1) Is it acceptable to give exempt emplyees blocks of time off, say 1 week, to make up for excess overtime?
2) Is it OK to compensate exempt supervisors but not other exempt staff for the same work schedule?
Note: I'm not talking about incidental overtime like staying over an hour after from time to time, but lots of overtime, including normal off days, accrued in a short time.
Am a salaried employee (a technical specialist, not a manager or supervisor)
Our power plant came off line for a scheduled 5 day shutdown, which then turned into two weeks to deal with another problem.
I worked 12 hour days including weeks ends, for a total of about 70 hours overtime. Plant manager told our temp manager that supervisors would good straight time pay for the overtime but other exempts would get time off to make up for the lost weekends.
My permanent manager came back to work later and denied my request to take a few days off to make up for the weekedns I worked, and required me to use vacation time instead, saying it was unlawfull to compensate me for the overtime.
Note: I performed supervisory functions on some of the days, to allow supervisors time off during the shutdown.
1) Is it acceptable to give exempt emplyees blocks of time off, say 1 week, to make up for excess overtime?
2) Is it OK to compensate exempt supervisors but not other exempt staff for the same work schedule?
Note: I'm not talking about incidental overtime like staying over an hour after from time to time, but lots of overtime, including normal off days, accrued in a short time.