...is needed to demonstrate that they are "not an essential part of and necessarily incident to" my exempt duties. My non-exepmt tasks include: repair, maintenance, calibration, and cleaning of equipment, monitoring and obtaining lab supplies, assembly and dis-assembly of samples, preparation of samples, conducting tests according to set procedures, assembly of semi-custom test rigs, conducting and monitoring tests, preparing test reports both form type and customized, reviewing test results against published standards, repairing customer returns. These tasks are performed mostly to set procedures and manufacturer's literature, and the quality of this work is based on my physical skill and manual energy, and my previous "on the job" experience. My exempt tasks (using the professional exemption rules) include: evaluating product design features against published standards, reviewing engineering prints and product labeling, serving as safety agency liason to customers and vendors, providing customer phone support on the above tasks, assisting in design and cost savings projects. When I have mentioned my legal status to HR, I was told "you have an engineering title, so you're exempt". I replied that much of my job is technician/manual tasks. The reply was "that doesn't matter". I only recently became aware that Illinois has a statute in place to maintain an earlier version of the Federal law, so the 20% duties clause is still in place. I have been keeping track of OT worked since late 2005, when additional product lines were developed and launched and workload was increased dramatically. I have not ever been told to specifically work additional hours, but have been given deadlines impossible to meet without extra time spent. My paycheck shows an hourly rate and that I am paid for 40 hours, but always am paid the full "weekly" amount. (so I am considered salaried) In your opinion, would I have standing to discuss this more openly with my HR department or submit a claim with the state of IL? Thanks.3 answers | asked Feb 9, 2010 3:25 PM [EST] in Overtime | applies to Illinois
If you wish to speak to an attorney about this you may contact me directly at 773.621.7809. I also generally advise against relying on the Illinois Department of Labor in wage and hour matters, if you are able to consult with an attorney.
Ryan Scott Nalley
posted by Ryan Nalley | Feb 25, 2010 06:48 AM [EST]
posted by John Otto | Feb 9, 2010 4:43 PM [EST]
If you are interested in speaking with an attorney, please do not hesitate to contact me directly to arrange a date and time for an over the phone screening.
If you have any questions, or if you would like to schedule a screening, I may be reached at (312) 540-1230
posted by Alejandro Caffarelli | Feb 9, 2010 4:11 PM [EST]