https://www.worklawyers.com/exempt-vs-nonexempt-employees-california/
5 replies (most recent on top)
So you print off that you work and put in vacation time. Would be considered falsifying your payroll,grounds for termination.
You must go in to work load manager and print off the tasks as far back as possible, same with schedules and work brain weekly totals . Copy any e mails requiring you to be at work parties or setting shelves or remodeling stores where you are labor based! Also print off each time your holiday pay is removed and you actually had to work! Print off each time you use your vacation hours to complete a task due to no hours being allocated ex cosmetic resets or seasonal sets. This is your proof! All this will be gone in Jan !
Straight from Alabama web site
Wow that means I'm owed overtime for about 50 of 52 weeks
I was on vac the 2 I didn't preform nonexempt duties
See below, think I'll make some calls tomorrow
Exemptions are typically applied on an individual workweek basis. Employees performing exempt and non-exempt duties in the same workweek are normally not exempt in that workweek.
Wow! I have never thought to look up the breakdown of exempt. Cvs is violating so many labor laws. No salary manager in CA is an administrative professional! Everyone rolls up there sleeves and does hourly duties, which entitles us to OT and Mpps. If someone files a lawsuit they will get a nice early retirement.
Yep, I can sense a rather big law suit and a fat check to all exempt managers in California