Hello all,

Is there a way to conviently provide salaried employees overtime pay beyond 40 hours or PTO compensation time for those hours?

In the past when I worked for large corporations, we were “salary exempt” employees but still received either PTO hours to be used later, or our hourly rate as overtime pay. But not exactly sure how this was executed on the financial/business side.

I’ve heard of establishing a second company to pay those employees “hourly” whenever they go beyond the 40. But that doesn’t seem like it would be the easiest option.

We are a government contractor, so we do track hours against each project.

Thank you!

  • TheElusiveFox@alien.topBEnglish
    1·
    1 year ago

    So I’ve seen this done a few ways… My favorite is to track overtime hours, and give employees time in leu, usually up to a certain maximum. I do this employees are allowed to bank up to an extra week of vacation using overtime.

    I also encourage performance based profit share/bonuses for all salaried employees… This rewards people who put in that extra effort, if indirectly as if you are working over time it is usually for a critical highly visible issue/project, and if it isn’t then you probably shouldn’t have been asked to stay late.