Salaried employees can receive overtime pay.

Salaried employees can receive overtime pay.

• A. True
• B. False
• C. Only if the employer approves in writing
• D. Only if they work more than 40 hours in a week

Answer: (A)

Salaried employees can receive overtime pay when they are non-exempt. Overtime eligibility isn’t determined by salary alone; it depends on whether the employee meets the exemption tests for their job duties and salary basis. If a salaried worker does not meet the exemptions (or fails the salary threshold in a given jurisdiction), they are considered non-exempt and must be paid overtime, typically at 1.5 times their regular rate for hours worked over 40 in a workweek. Conversely, many salaried employees are exempt (example: executive, administrative, professional) and don’t receive overtime regardless of hours. So the statement is true because it’s possible for a salaried employee to receive overtime pay, depending on their exemption status. The other options are incorrect for this reason: overtime rights aren’t contingent on written employer approval, and eligibility isn’t strictly limited to working more than 40 hours if the employee is exempt or non-exempt status changes the rule.

Salaried employees can receive overtime pay when they are non-exempt. Overtime eligibility isn’t determined by salary alone; it depends on whether the employee meets the exemption tests for their job duties and salary basis. If a salaried worker does not meet the exemptions (or fails the salary threshold in a given jurisdiction), they are considered non-exempt and must be paid overtime, typically at 1.5 times their regular rate for hours worked over 40 in a workweek. Conversely, many salaried employees are exempt (example: executive, administrative, professional) and don’t receive overtime regardless of hours.

So the statement is true because it’s possible for a salaried employee to receive overtime pay, depending on their exemption status. The other options are incorrect for this reason: overtime rights aren’t contingent on written employer approval, and eligibility isn’t strictly limited to working more than 40 hours if the employee is exempt or non-exempt status changes the rule.