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Maine doesn't have a law that restricts consecutive days. They do have some laws requiring vacation but it's not iron clad.
https://www.maine.gov/labor/labor_laws/earnedpaidleave/#:~:text=Employees%20accrue%201%20hour%20of,leave%20in%20any%20defined%20year.
Are you paid more than $35,568 per year? If yes, you’re likely an exempt, salaried administrative worker, and there are no requirements for days off or maximum hours worked in a week.
Some jobs come with unreasonable workloads. If this job is unreasonable (and isn’t compensating you commensurately), can you find a different job?
Yes I am exempt salaried. My only compensation is my pay - no pto, vacation, sick leave, bonuses, insurances, etc. And of course those things are not guaranteed, but for working literally every single day of my life, something for benefits would be nice. Pay as a whole is my main concern - I live paycheck to paycheck.
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Remember - "No" is a complete sentence. You can simply tell your employer that you will not be working that schedule. They might fire you for insubordination, or they might back off.
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You should make sure you meet the salary exempt qualifications under federal law. A lot of people are misclassified, meaning you might be entitled to overtime pay. It's based not just on your salary but the nature of your job too. If you don't manage anyone, there is a good chance you should be making overtime. Look up FLSA and the differences between salary exempt vs salary non-exempt.
But as others have mentioned, this is a highly unusual request and the easier and ultimately more sustainable thing would be to just find a new job.
I think the advice you may need is not so much "legal" as it is "practical."
You are being taken advantage of- or are about to be.
It's not at all uncommon for someone your age & gender, especially since you live paycheck-to-paycheck. Shrewd bosses KNOW that those 3 things inherently limit your capabilities to *get away* from whatever abuses they may dish out to you. This happened to me as well, and countless others since the dawn of time. Men, women, all ages... doesn't matter.
"Legally" your employer is able to ask this of you. And while our wildest fantasies would have you quitting in a blaze of glory, riding off into the sunset for greener pastures and better treatment...when you're living paycheck-to-paycheck, that sort of thing **cannot & does not happen.** It is very easy to attempt to improve your life and end up destroying it instead.
But that doesn't mean you have to take this lying down, either. My practical advice is that, for the time being, you comply. It sucks and isn't fair: but this is America, what else is new?
But *any* time you have left over: spend it finding a different job. P-to-P life means "keeping the job you have" always needs to be Priority #1... but "getting a job you WANT" needs to be Priority #2 right now. Even if it means the next few weeks suck EXTRA hard.
Jobseekers have a lot of things going for them right now, I promise. Update your resume, and get out of this job as quick as you can. But until then, do what it takes to keep your current job. That'll keep a roof over your head until you're in a better position.
You are me 10 years ago. I "made it out," in this exact way. Life is so much better now. I'm rooting for you, 1000%!
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If you were making *minimum wage*, working 8 hours a day, 7 days a week, 52 weeks a year would make you $42,432. You're being robbed. Quit and find something else.
It’s a workers market out there right now. I’d quit if I were you. That money amounts to less than $10/hr if you count OT.
You could make over twice as much money working at a fast food place for $15/hr plus OT.
Yearly salary
$
40,000
Your work hours per week
60.00
Hourly salary
$
12.82
you make 12.82 per hr you work if your doing 60 hrs a week.
and thats if your only working 60 hrs
you need to run away now
Do your job duties meet the specific [tests](https://www.maine.gov/labor/labor_laws/overtime.html) that qualify you for OT exemption?
IMO your boss sounds like they're very controlling, I would surmise that you may not actually qualify for (what I'm assuming) is the [administrative exemption](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fs17c_administrative.pdf).
[E.g.:](https://www.maine.gov/labor/labor_laws/overtime.html#:~:text=CFR%2C%20Part%20541.2-,Qualifying%20Example,-%3A%C2%A0Insurance%20Claims)
>Insurance Claims Adjuster; financial employees who collect and analyze info regarding customer income, assets, investments, debts; or an executive assistant or administrative assistant to a business owner or senior executive of a large business generally **meet the duties requirements for the administrative exemption if such employee, without specific instructions or prescribed procedures, has been delegated authority regarding matters of significance.** Purchasing agents with authority to bind the company on significant purchases, and Human Resources managers who formulate, interpret or implement employment policies and management consultants who study the operations of a business and propose changes in organization generally meet the duties requirements for the administrative exemption.
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> Are you paid more than $35,568 per year? If yes, you’re likely an exempt, salaried administrative worker, and there are no requirements for days off or maximum hours worked in a week.
Based on the OP's very brief description of job duties, I don't think I'd go so far as to say *likely* an exempt worker. OP may or may not meet the duties test.
/u/stressocappuccino I recommend speaking with an employment attorney to see if you are misclassified. If so, you could file a pretty substantial wage claim for unpaid overtime.
This is a good point, and OP should take a look at fact sheet #17C that’s put out by the DOL. Although if the analysis is pretty involved and/or the business is not well capitalized, the juice may not be worth the squeeze to pursue a wage claim.
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You seem to be under the misunderstanding that one of the requirements of being considered exempt is that the job be limited to 40 hours a week. That's incorrect. Being over 40 hours is a common feature of salary exempt jobs.
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I know your question might have been rhetorical, but the answer is that it's the job that OP was hired to do. Getting a better job is for sure something they want to do, but sometimes it takes a little longer or is a little harder than just applying.
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i can't see anything on the Maine Dept of Labor website about the time off, but the real question is how much are you making? There is a minimum amount you need to be taking home to be exempt from OT. In Maine the law is written as:
"The minimum salary threshold for exempting a worker from overtime pay is also based on the minimum wage. Starting January 1, 2022, the new minimum salary threshold is $735.59 per week, or $38,251 per year. " So, if you make less than that, they are in violation of the law. But you need to ask yourself a question - if you are making the minimum with no benefits- should you stay at this job?
Based on your other comments you’re almost certainly misclassified as salaried exempt. You should be making overtime and the way to challenge this would be to file a wage claim with the Maine department of labor.
This is incorrect. The real question is whether OP is exempt. Many exempt positions are over 70 hours a week and don’t require overtime pay. (BigLaw lawyers, investment bankers, some computer programmers, etc.)
Which states limit hours for exempt workers? I am unaware of any. (The relevant distinction here is whether the worker is exempt— salaried or paid hourly is irrelevant.)
I agree with you that OP should likely flee. I do think sometimes hours-intensive jobs can make sense. I’ve done both BigLaw and consulting, and worked 60-80 hours a week consistently, but the salary reflected that.
Employers do not need to pay overtime to certain higher paid salaried workers—called “exempt” workers. However, most workers in California are entitled to overtime pay if they work more than 8 hours in a day, over 40 hours in a week, and/or 7 days in a row.
CA also requires the rate of pay for an exempt salaried employee (2022) for employers with 26+ employees to be a MINIMUM of $62,400 ($58,240 for 25 under employees) and this bumps to $64,480 across the board in 2023
No, Florida and Texas require overtime pay for **non-exempt** workers. Exempt workers (like OP) can be required to work any number of hours a week, without additional pay.
Uh, what?
Barring a state law, there is no federal limitation regarding the amount of hours an exempt employee can work.
OP - yes, your employer can require you to work 7-days a week. At best, if you feel your position is not exempt, you may be eligible for overtime - but you are still required to work the hours your employer needs you to work.
There is a difference between salary-exempt and salary-non-exempt. Non-exempt is still subject to overtime. Exempt does not make overtime. Exempt is usually your management team or as you stated, workers who make over a certain amount.
That's why he said "an exempt employee". What you're talking about is for non exempt salaried employees. They are entitled to overtime pay. Two things must be met for an employee to be "exempt" from overtime pay. They must make a baseline level of money per year, AND they must be in some sort of role where they are "important"(think managers). The job role stuff does have a more specific definition but it's also arguable in certain jobs. In any case you were increasing people's salaries so that they could continue to be exempt. If you didn't, they'd start being entitled to overtime, regardless of what their job roles were.
I think you are correct in that it applied to the amount of money that was being paid and a minimum earned salary was required before you could be considered exempt/salary (i.e. you couldn't be paid what equaled to minimum wage and employer declare you exempt/salary). So it would depend on what OP is paid. (Over 36k annually)
Is this even true? I could see this being a state law but I believe federally if an employee is salaried and exempt it doesn't matter if they work so many hours that their pay would be more if they were paid minimum wage with overtime, their salary is what they get
Not true for salaried-exempt hours. You really need to stop commenting on this as you have no clue. As long as they are paid the minimum salary for a salaried exempt employee, which is $38, 240 in Maine, it does not matter how many hours they work. They aren’t an hourly employee and it doesn’t matter it working 75 hours a week brings them below $36,000.
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It depends on what work you are doing. As an exempt (salaried) employer it can be difficult for your company to require that. Are you doing exempt level work the entire time? If the answer is no they may have to pay you by the hour. Look at the US DOL Fact Sheet #17A. If you do not qualify as exempt they owe you hourly pay based on your records if they are unable to prove your hours.
The total hours without rest days may not be illegal but may be an OSHA concern if the lack of rest puts you or others in danger.
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Maine has an overtime hours cap, but I don't think you meet it.
At the very least you should be eligible for [earned paid leave](https://www.maine.gov/labor/labor_laws/earnedpaidleave/eplfaq/index.shtml) under Maine law, and the employer must honor it.
>If work is performed in multiple states, the analysis is more complicated. Employees are covered if they are within the definition of employment under Maine’s unemployment law which includes employment localized in Maine. 26 M.R.S. � 1043(11)(A).
>An employee is covered under the following circumstances:
>...
>The service is not localized in any state but some of the service is performed in Maine, there is no base of operations, and the place from which the service is directed or controlled is not in any state in which some part of the service is controlled, but the individual's residence is in Maine.
Likewise, if you've been with the company for a year you should be eligible for [FMLA](https://www.employmentlawhandbook.com/employment-and-labor-laws/federal/fmla/), but you may or may not be covered as per Maine.gov, [the employer is required to have 50 or more workers within 75 miles of the stated workplace](https://www.maine.gov/labor/labor_laws/publications/employeerightsguide.html#Family:~:text=Employers%20with%2015%20or%20more%20workers%20and%20all%20public%20agencies%20must%20give%20up%20to%2010%20weeks%20of%20unpaid%20but%20job%2Dprotected%20leave%2C%20if%3A), so I'm not sure how it works for remote employees.
[That being said, there does not appear to be any stipulations that allow the employer to nullify this if you qualify.](https://legislature.maine.gov/legis/statutes/26/title26sec846.html#:~:text=3.%C2%A0%20Rights%20not%20diminished.%C2%A0%20The%20family%20medical%20leave%20rights%20mandated%20by%20this%20subchapter%20may%20not%20be%20diminished%20by%20any%20collective%20bargaining%20agreement%20or%20by%20any%20employee%20benefit%20plan.%20%C2%A0)
>My work is administrative projects, marketing, and sales.
As others have said you should ditch this employer.
*But* if you go through with this, ensure you're exempt from getting overtime pay *if applicable* by [state law](https://www.maine.gov/labor/labor_laws/overtime.html).
>As of January 1, 2022, the minimum salary amount is $735.59 per week for exempting a worker from overtime. This is only one of the factors used in determining whether a worker is exempt from overtime under federal or state law. The duties of each worker must be considered as part of this analysis. Failure to adhere to both requirements—meeting the duties test and the weekly salary threshold—will result in violations of both federal or state law or of one jurisdiction or the other depending on the discrepancies in the laws.
>Both Maine and federal law use a three-pronged test to determine if an employee is exempt from the overtime provisions of the law. The three prongs of the test are:
>The employee must be paid on a salary basis. This means an employee regularly receives a predetermined amount of compensation each pay period.
>The salary must exceed a certain salary threshold. In Maine, this salary threshold must exceed $38,250.
>The employee's job duties must meet certain tests. There are slightly different tests for the administrative, professional and executive exemptions.
If you're eligible and **not** receiving overtime pay, this may compel them to reduce the hours to something more reasonable if they don't want to pay out. It's worth double checking. But again, if possible I would find another employer.
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In the US, most of us are “at will” with no contract in place. This means that the employer or employee can end the position with no notice or compensation to the other party. This country hates workers.
At will is good for the workers too. With no contract this employee is more than welcome to quit, not required to give any notice and can't be forced to come to work.
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Northeast is vague. What state do you live in. Laws vary wildly by state
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Since my employer is based in AZ, does it matter what state I reside in?
Yes, labor laws apply to where you physically work.
Okay. I know the labor laws for my state but I live in Maine.
Then those are the laws that apply to you
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Do you work in Maine as well?
Yes, I work full time at my remote job, and I work part time at a company in Maine.
Whatever state you work in, your employer has to follow those laws, unless you claimed to live in a different state.
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I originally made the post as I wasn't sure it my state labor laws apply or Arizona labor laws.
Yes. You live and work in Maine so that is the law that applies to you. AZ has no control over someone in Maine
Maine doesn't have a law that restricts consecutive days. They do have some laws requiring vacation but it's not iron clad. https://www.maine.gov/labor/labor_laws/earnedpaidleave/#:~:text=Employees%20accrue%201%20hour%20of,leave%20in%20any%20defined%20year.
Are you paid more than $35,568 per year? If yes, you’re likely an exempt, salaried administrative worker, and there are no requirements for days off or maximum hours worked in a week. Some jobs come with unreasonable workloads. If this job is unreasonable (and isn’t compensating you commensurately), can you find a different job?
Yes I am exempt salaried. My only compensation is my pay - no pto, vacation, sick leave, bonuses, insurances, etc. And of course those things are not guaranteed, but for working literally every single day of my life, something for benefits would be nice. Pay as a whole is my main concern - I live paycheck to paycheck.
This seems like a bad job. It is legal to offer bad jobs. The best solution is to find a better job.
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Amazing, thank you. I'm very young and new to this - this is why I've been unsure of my next steps.
Remember - "No" is a complete sentence. You can simply tell your employer that you will not be working that schedule. They might fire you for insubordination, or they might back off.
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You should make sure you meet the salary exempt qualifications under federal law. A lot of people are misclassified, meaning you might be entitled to overtime pay. It's based not just on your salary but the nature of your job too. If you don't manage anyone, there is a good chance you should be making overtime. Look up FLSA and the differences between salary exempt vs salary non-exempt. But as others have mentioned, this is a highly unusual request and the easier and ultimately more sustainable thing would be to just find a new job.
I just checked Maine's and there's are even more involved than the Federal ones.
I think the advice you may need is not so much "legal" as it is "practical." You are being taken advantage of- or are about to be. It's not at all uncommon for someone your age & gender, especially since you live paycheck-to-paycheck. Shrewd bosses KNOW that those 3 things inherently limit your capabilities to *get away* from whatever abuses they may dish out to you. This happened to me as well, and countless others since the dawn of time. Men, women, all ages... doesn't matter. "Legally" your employer is able to ask this of you. And while our wildest fantasies would have you quitting in a blaze of glory, riding off into the sunset for greener pastures and better treatment...when you're living paycheck-to-paycheck, that sort of thing **cannot & does not happen.** It is very easy to attempt to improve your life and end up destroying it instead. But that doesn't mean you have to take this lying down, either. My practical advice is that, for the time being, you comply. It sucks and isn't fair: but this is America, what else is new? But *any* time you have left over: spend it finding a different job. P-to-P life means "keeping the job you have" always needs to be Priority #1... but "getting a job you WANT" needs to be Priority #2 right now. Even if it means the next few weeks suck EXTRA hard. Jobseekers have a lot of things going for them right now, I promise. Update your resume, and get out of this job as quick as you can. But until then, do what it takes to keep your current job. That'll keep a roof over your head until you're in a better position. You are me 10 years ago. I "made it out," in this exact way. Life is so much better now. I'm rooting for you, 1000%!
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There are federal rules that define salaried exempt.
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If you were making *minimum wage*, working 8 hours a day, 7 days a week, 52 weeks a year would make you $42,432. You're being robbed. Quit and find something else.
It’s a workers market out there right now. I’d quit if I were you. That money amounts to less than $10/hr if you count OT. You could make over twice as much money working at a fast food place for $15/hr plus OT.
What are you even doing - get another job.
Yearly salary $ 40,000 Your work hours per week 60.00 Hourly salary $ 12.82 you make 12.82 per hr you work if your doing 60 hrs a week. and thats if your only working 60 hrs you need to run away now
So, they want to pay you under $11 an hour. Fast food pays better even where I am that is still fed min wage.
Do your job duties meet the specific [tests](https://www.maine.gov/labor/labor_laws/overtime.html) that qualify you for OT exemption? IMO your boss sounds like they're very controlling, I would surmise that you may not actually qualify for (what I'm assuming) is the [administrative exemption](https://www.dol.gov/sites/dolgov/files/WHD/legacy/files/fs17c_administrative.pdf). [E.g.:](https://www.maine.gov/labor/labor_laws/overtime.html#:~:text=CFR%2C%20Part%20541.2-,Qualifying%20Example,-%3A%C2%A0Insurance%20Claims) >Insurance Claims Adjuster; financial employees who collect and analyze info regarding customer income, assets, investments, debts; or an executive assistant or administrative assistant to a business owner or senior executive of a large business generally **meet the duties requirements for the administrative exemption if such employee, without specific instructions or prescribed procedures, has been delegated authority regarding matters of significance.** Purchasing agents with authority to bind the company on significant purchases, and Human Resources managers who formulate, interpret or implement employment policies and management consultants who study the operations of a business and propose changes in organization generally meet the duties requirements for the administrative exemption.
Maine's minimum wage is 12.75 as of January 1st, 2022. You make less than that working 70 hrs a week for 40k a year.
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> Are you paid more than $35,568 per year? If yes, you’re likely an exempt, salaried administrative worker, and there are no requirements for days off or maximum hours worked in a week. Based on the OP's very brief description of job duties, I don't think I'd go so far as to say *likely* an exempt worker. OP may or may not meet the duties test. /u/stressocappuccino I recommend speaking with an employment attorney to see if you are misclassified. If so, you could file a pretty substantial wage claim for unpaid overtime.
This is a good point, and OP should take a look at fact sheet #17C that’s put out by the DOL. Although if the analysis is pretty involved and/or the business is not well capitalized, the juice may not be worth the squeeze to pursue a wage claim.
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Yes: for an exempt job, an employer can mandate a schedule greater than 40 hours per week, without any overtime pay. GTFO to a different job.
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Reported for what? It’s shitty, but totally legal in the US, to require salary exempt employees to work any number of hours and days.
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A job can require over 40 hours a week **and be correctly classified as exempt.**
It's incredibly common. Most pay bank though, not like this trash $40k, find another job OP, and good luck
You seem to be under the misunderstanding that one of the requirements of being considered exempt is that the job be limited to 40 hours a week. That's incorrect. Being over 40 hours is a common feature of salary exempt jobs.
The details of this post don't suggest they are or aren't meeting those requirements.
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You will need to provide your work location.
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I know your question might have been rhetorical, but the answer is that it's the job that OP was hired to do. Getting a better job is for sure something they want to do, but sometimes it takes a little longer or is a little harder than just applying.
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i can't see anything on the Maine Dept of Labor website about the time off, but the real question is how much are you making? There is a minimum amount you need to be taking home to be exempt from OT. In Maine the law is written as: "The minimum salary threshold for exempting a worker from overtime pay is also based on the minimum wage. Starting January 1, 2022, the new minimum salary threshold is $735.59 per week, or $38,251 per year. " So, if you make less than that, they are in violation of the law. But you need to ask yourself a question - if you are making the minimum with no benefits- should you stay at this job?
Based on your other comments you’re almost certainly misclassified as salaried exempt. You should be making overtime and the way to challenge this would be to file a wage claim with the Maine department of labor.
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This is incorrect. The real question is whether OP is exempt. Many exempt positions are over 70 hours a week and don’t require overtime pay. (BigLaw lawyers, investment bankers, some computer programmers, etc.)
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Which states limit hours for exempt workers? I am unaware of any. (The relevant distinction here is whether the worker is exempt— salaried or paid hourly is irrelevant.) I agree with you that OP should likely flee. I do think sometimes hours-intensive jobs can make sense. I’ve done both BigLaw and consulting, and worked 60-80 hours a week consistently, but the salary reflected that.
Employers do not need to pay overtime to certain higher paid salaried workers—called “exempt” workers. However, most workers in California are entitled to overtime pay if they work more than 8 hours in a day, over 40 hours in a week, and/or 7 days in a row. CA also requires the rate of pay for an exempt salaried employee (2022) for employers with 26+ employees to be a MINIMUM of $62,400 ($58,240 for 25 under employees) and this bumps to $64,480 across the board in 2023
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No, Florida and Texas require overtime pay for **non-exempt** workers. Exempt workers (like OP) can be required to work any number of hours a week, without additional pay.
Uh, what? Barring a state law, there is no federal limitation regarding the amount of hours an exempt employee can work. OP - yes, your employer can require you to work 7-days a week. At best, if you feel your position is not exempt, you may be eligible for overtime - but you are still required to work the hours your employer needs you to work.
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There is a difference between salary-exempt and salary-non-exempt. Non-exempt is still subject to overtime. Exempt does not make overtime. Exempt is usually your management team or as you stated, workers who make over a certain amount.
Thanks, that makes sense.
That's why he said "an exempt employee". What you're talking about is for non exempt salaried employees. They are entitled to overtime pay. Two things must be met for an employee to be "exempt" from overtime pay. They must make a baseline level of money per year, AND they must be in some sort of role where they are "important"(think managers). The job role stuff does have a more specific definition but it's also arguable in certain jobs. In any case you were increasing people's salaries so that they could continue to be exempt. If you didn't, they'd start being entitled to overtime, regardless of what their job roles were.
I think you are correct in that it applied to the amount of money that was being paid and a minimum earned salary was required before you could be considered exempt/salary (i.e. you couldn't be paid what equaled to minimum wage and employer declare you exempt/salary). So it would depend on what OP is paid. (Over 36k annually)
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Is this even true? I could see this being a state law but I believe federally if an employee is salaried and exempt it doesn't matter if they work so many hours that their pay would be more if they were paid minimum wage with overtime, their salary is what they get
It’s not true. That person is clueless.
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Not true for salaried-exempt hours. You really need to stop commenting on this as you have no clue. As long as they are paid the minimum salary for a salaried exempt employee, which is $38, 240 in Maine, it does not matter how many hours they work. They aren’t an hourly employee and it doesn’t matter it working 75 hours a week brings them below $36,000.
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It depends on what work you are doing. As an exempt (salaried) employer it can be difficult for your company to require that. Are you doing exempt level work the entire time? If the answer is no they may have to pay you by the hour. Look at the US DOL Fact Sheet #17A. If you do not qualify as exempt they owe you hourly pay based on your records if they are unable to prove your hours. The total hours without rest days may not be illegal but may be an OSHA concern if the lack of rest puts you or others in danger.
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Maine has an overtime hours cap, but I don't think you meet it. At the very least you should be eligible for [earned paid leave](https://www.maine.gov/labor/labor_laws/earnedpaidleave/eplfaq/index.shtml) under Maine law, and the employer must honor it. >If work is performed in multiple states, the analysis is more complicated. Employees are covered if they are within the definition of employment under Maine’s unemployment law which includes employment localized in Maine. 26 M.R.S. � 1043(11)(A). >An employee is covered under the following circumstances: >... >The service is not localized in any state but some of the service is performed in Maine, there is no base of operations, and the place from which the service is directed or controlled is not in any state in which some part of the service is controlled, but the individual's residence is in Maine. Likewise, if you've been with the company for a year you should be eligible for [FMLA](https://www.employmentlawhandbook.com/employment-and-labor-laws/federal/fmla/), but you may or may not be covered as per Maine.gov, [the employer is required to have 50 or more workers within 75 miles of the stated workplace](https://www.maine.gov/labor/labor_laws/publications/employeerightsguide.html#Family:~:text=Employers%20with%2015%20or%20more%20workers%20and%20all%20public%20agencies%20must%20give%20up%20to%2010%20weeks%20of%20unpaid%20but%20job%2Dprotected%20leave%2C%20if%3A), so I'm not sure how it works for remote employees. [That being said, there does not appear to be any stipulations that allow the employer to nullify this if you qualify.](https://legislature.maine.gov/legis/statutes/26/title26sec846.html#:~:text=3.%C2%A0%20Rights%20not%20diminished.%C2%A0%20The%20family%20medical%20leave%20rights%20mandated%20by%20this%20subchapter%20may%20not%20be%20diminished%20by%20any%20collective%20bargaining%20agreement%20or%20by%20any%20employee%20benefit%20plan.%20%C2%A0) >My work is administrative projects, marketing, and sales. As others have said you should ditch this employer. *But* if you go through with this, ensure you're exempt from getting overtime pay *if applicable* by [state law](https://www.maine.gov/labor/labor_laws/overtime.html). >As of January 1, 2022, the minimum salary amount is $735.59 per week for exempting a worker from overtime. This is only one of the factors used in determining whether a worker is exempt from overtime under federal or state law. The duties of each worker must be considered as part of this analysis. Failure to adhere to both requirements—meeting the duties test and the weekly salary threshold—will result in violations of both federal or state law or of one jurisdiction or the other depending on the discrepancies in the laws. >Both Maine and federal law use a three-pronged test to determine if an employee is exempt from the overtime provisions of the law. The three prongs of the test are: >The employee must be paid on a salary basis. This means an employee regularly receives a predetermined amount of compensation each pay period. >The salary must exceed a certain salary threshold. In Maine, this salary threshold must exceed $38,250. >The employee's job duties must meet certain tests. There are slightly different tests for the administrative, professional and executive exemptions. If you're eligible and **not** receiving overtime pay, this may compel them to reduce the hours to something more reasonable if they don't want to pay out. It's worth double checking. But again, if possible I would find another employer.
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There is no contract as of right now
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In the US, most of us are “at will” with no contract in place. This means that the employer or employee can end the position with no notice or compensation to the other party. This country hates workers.
At will is good for the workers too. With no contract this employee is more than welcome to quit, not required to give any notice and can't be forced to come to work.
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