Originally Posted by
Peabody17
Overtime rules are often misunderstood (and mis-applied). Anytime the overtime is “regularly scheduled”, that is it was or reasonably should have been known prior to the start of the administrative workweek, then it MUST be paid overtime, regardless of your FLSA status. If it was irregular overtime...think of this as pop-up or unscheduled overtime...like an 8-hour observation flight that extends to 10-hours...then management may choose to renumerate an FLSA-Exempt employee with compensatory time rather than paid overtime. An FLSA-Non Exempt employee has the choice in this scenario.
Yeah, I meant to say below those levels a non-exempt has a choice, I just duplicated what I typed by mistake. The "scheduled overtime" is very rare IME, outside of some necessary travel situations in the first year, like core hours on the weekend, etc.