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  • Comp. Time and Overtime: Only After 45 Hours of Work a Week?

    Things have been busy at PayScale - we have been adding new features to our flagship professional product, PayScale Insight, and our Research Center - so I haven’t had as much time to post on salary issues.

    I did respond to a reader’s question about overtime; others might be interested in the question and answer:

    I get paid a annual salary of $40,000. I am a maintenance person. I work on AC units and furnaces; I paint; I am a jack of all trades and a master of none. I work around 5 to 6 hrs overtime a week.

    My employer says I can't get comp time until 45 hrs a week have been met; is this legal? I only get 1 hr comp time over 45 hrs. Should I get 1 1/2, if it is legal to allow the comp time over 45 hours? This must mean I’m non-exempt right? If I confront them with this issue, can they say you are exempt and work me to no end? Help!

    These questions are about the federal Fair Labor Standards Act (FLSA): what is a legal use of over-time, comp. time, etc.?

    In this post, I will answer these, and also take a quick look at what FLSA says about breaks and meal time.

    Wondering if you should be earning $40,000/year, like our "Jack" of all trades? Use the PayScale Salary Calculator to find out.

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  • Confessions of a Work-From-Home Mom

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  • Boost Your Pay: Create a Sample Compensation Package

    In the dog-eat-dog world of getting hired these days, you may feel like taking the next job offer that comes your way. And, perhaps, that’s a good idea. But, the moment you say “Yes” to a new gig, you’re in a powerful position to set your future earnings and benefits. And, since salary budgets have shrunk at most companies, benefits are a great way to make up for a smaller paycheck.

    Would you like to work from home sometimes? How many vacation weeks do you want? How much do you value having a 401K?

    A great way to prep for a salary and benefits negotiation is to create a sample compensation package that reflects your wishes. In fact, you can create more than one sample compensation package so that you can respond intelligently to any changes during the negotiation.

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  • Salary for an Ambulatory Patient Care Coordinator

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  • To Cap or Not to Cap: Obama Answers the Executive Compensation Question

    Back on February 12 of this year in a post titled, “Loopholes, Lawyers and Obama’s Executive Compensation Cap,” I wrote that President Obama was considering an executive compensation cap of $500,000, at least for financial institutions that received Trouble Asset Relief Program (TARP) money. I wondered what the actual effects of the cap would be, especially with the workarounds of clever Wall Street lawyers, and I couldn’t help but worry that a compensation cap might dampen efforts to rebuild these institutions.

    Well, it turns out that all that worry wasn’t necessary because no cap is coming – at least not for now.

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Compensation Today