Thank you for trusting your question to JA today. I am a licensed attorney with over a decade of law practice and over 20 years of experience in the legal field. I’m happy to be of assistance.
The only way that you would not be entitled to additional pay for additional work is you were correctly classified as a salaried exempt employee. You would have to have been paid the current salaried exempt payment of at least $23,660 annually. You would have to not have deductions made from your pay for days that you worked less than your full shift. Finally, your job duties themselves would have to meet the administrative exemption test.
You haven't mentioned your pay scale or touched on the deduction from pay issue. If you were treated as hourly when you missed time, then legally you aren't a salaried exempt employee. If you didn't meet that salary threshold, you aren't salaried exempt.
The more difficult issue is the job duties test. I do not believe it applies in your situation, but you can read about it here.
I believe that you would not have been able to act with sufficient autonomy or authority to meet the standard and that, because of that, you are entitled to additional pay and even overtime for hours you worked over 40 in a week. If the employer won't provide that, then you can file a wage claim with the Texas Workforce Commission.
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