This is common in some industries: An employee at a retail store has an assistant manager title, and considered exempt from overtime, but in reality his or her duties are virtually the same as those of non-exempt, non-managers.

This is because some employers misclassify their workers into exempt categories to avoid paying overtime. However, job duties, not job titles, determine overtime eligibility. If your job duties do not fall into an overtime exemption, you should be eligible for overtime pay.

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