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Old 06-29-2020, 04:37 AM   #1101  
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Originally Posted by J1180 View Post
I’ve been trying to be patient but I’ve considered calling. I may do just that this week.

From what I see, you’re not gonna **** them off. Our most recent hire was the chief instructor at a local school. Every time he was in the facility he made a point of letting the office manager know he was interested.
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Old 07-02-2020, 04:32 AM   #1102  
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Overtime can depend on the office, some managers are fairly approving, some are more judicious. This gets to be more of an issue at the 14 level (and maybe 13 step 5 if I remember correctly), which is exempt, where you are not guaranteed overtime for hours you work over, management can give you either overtime OR comp time. Below those grades, you can get either at your request. It's not common to be working much over/comp time in the first year, except for travel to OKC.
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.
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Old 07-02-2020, 12:35 PM   #1103  
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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.
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