Can pay be deducted from my salary even though I worked over 30 hhours in the same week, do I have to document time during a work day and if I have no decision making ability, am I considered a salaried employee?
Thank you so much. I am treated as an exempt employee by title, but in reality have little to no decision making abilities. I work regular 50 hour weeks. I'm a manager in name only and to prevent overtime. For example I was recently directed to attend a mixer event in the evening after a full day of work, to accept a check for the organizatio. I invited a spokeswomen for the organization to attend with me and upon advising the ED of the invitation, I was told that it's not my place to invite people without prior permission. I'm been told I shouldn't do anything without asking, though I'm technically responsible for revenue growth and budget management. I'm held responsible if budget goals are not met, <which has not been the case> but I receive no financial reports. I don't know if advising the Board is considered insubordination and am not invited to attend Board meetings, but am required to submit written reports to the Board. It's beyond silly and I'm looking for another position, but in the mean time I am being unfairly pressured, macromanaged and demeaned despite much success increasing revenue. I'm trying to determine how much I have to take before I have reasonable grounds for quitting without losing unemloyment benefits.
Thanks for the email, it was very helpful. I was hired under the managerial exemption, but was never allowed discretionary authority, did not supervise employees, did not have the ability to hire and fire etc. I have very little doubt, overtime would be awarded in my case. That being said, I love the organization and as myprimary job was fundraising, I would not want to be responsible for taking revenue away from programs in support of those most in need. , I was offered and accepted another position as Executive Director. I would like to leave some information for future referrence with my employer and the current Board of Directors, so they don't end up with serious liability issues when they find a replacement for my position. The links you provided are very helpful and I am grateful for the service!
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